In male-dominated fields, quantitative performance ratings for judging a professor’s merit elicit more gender bias when ratings are assessed on a 10-point scale than when assessed on a 6-point scale.

In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.

Exposure to essentialist ideas that ground the male/female binary in biology may lead to more prejudice against transgender people, whereas exposure to ideas that question such essentialist claims may help counteract this prejudice.

The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.

During negotiations, expressing anger decreases influence for women and African Americans but does not decrease the influence of white men.

Simple advice can be a powerful and effective tool in reducing gender differences in willingness to compete.

Perceiving greater women’s representation in organizations’ top leadership leads people to overgeneralize women's access to equal opportunities, which in turn predicts lower concern with ongoing gender inequality in other domains.

One-off online diversity and anti-bias trainings may be effective in changing employee attitudes, but do not change behaviors in the workplace. 

One-day financial education training programs may be cost-effective interventions for improving the financial behaviors of women from poor households. 

Black female students are statistically least recommended and rated as least prepared for AP Calculus by high school counselors, which has implications for their likelihood of success in the long-term.