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

In developing nations, reducing morbidity among preschool children may improve educational outcomes for their adolescent sisters by lessening childcare duties and allowing them to attend school.

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.

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.

Representation of women in decision making groups increases the likelihood that climate policy interventions will be effective and that the benefits of the interventions will be shared equally.