When working mothers are seen as breadwinners, they are offered higher salaries and more leadership training opportunities in the workplace. 

The presence of diversity programs (such as diversity training or affirmative action) makes it more difficult for women to detect sexism, than when diversity structures are absent.

The gender profit gap in micro-enterprises is likely to be driven by gender differences in access to capital and business inputs rather than seller behavior or demand-side constraints.

Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender. 

White men perceive companies that highlight their gender diversity (by including White women) as being more prestigious than companies that do not, while companies that highlight gender and racial diversity are not seen as more prestigious by White men.

Being socialized at a young age in a society with female political empowerment, specifically women’s suffrage, increases a girl’s likelihood to participate in the labor force, divorce, and attain education as an adult.

Women are more likely to be placed into high level leadership positions if they are centrally located in their social network and have a female-dominated inner circle.

Innovative research by women is underfunded because of gender differences in writing style.

Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation.  Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.

Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.