A habit-breaking approach to gender bias led to behavioral changes and improved work climate among university faculty.

The presence of a female role model can buffer women’s math test performance in the face of gendered stereotypes that can cause stress and lead women to underperform men in this field.

Single, career-driven women feel the pressure to “act wife”, downplaying professionally beneficial qualities like ambition, in order to reduce negative perceptions from potential male partners.

In the Swedish labor market, the prevalence of either men or women in particular occupations cannot be explained by hiring discrimination.

In the high-tech industry, women without technical expertise are less likely to be awarded venture capital than their male counterparts who lack this same technical expertise. This gender gap does not exist when comparing men and women who both possess technical skill.

Gender balancing among police officer groups improves group cohesion, but may not affect beliefs about gender norms and operational effectiveness with regards to sexual and gender-based violence.

Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.

Interventions designed to counteract the negative psychological impacts of social marginalization can help close the gender gap in STEM fields. 

Social forces, such as stereotype threat, can cause women to underperform men in math examinations. This achievement gap can be closed or even reversed when strategies are implemented during testing that eliminate this threat, such as including statements at the beginning of an exam that indicate both genders tend to perform equally well on it.

Despite explicit intentions to be gender neutral, a Facebook ad for STEM careers was shown more often to men than women, potentially due to economic forces and competition among advertisers.