When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.

Adding an interpersonal dialogue group to economic empowerment programming in Côte d’Ivoire reduced the occurrence of intimate partner violence, economic abuse, and acceptance of wife beating.

In majority male teams, both male and female team members rated male leaders as more exemplary than female leaders, but this effect was eliminated in more gender-balanced teams.

Investors preferred pitches presented by male entrepreneurs compared to pitches made by female entrepreneurs, even when the content of the pitch is the same. Attractive men were particularly persuasive, whereas physical attractiveness did not matter among female entrepreneurs.

Setting politically correct norms helps promote the free expression of ideas in mixed-sex work groups by reducing anxiety about sharing potentially offensive ideas.

While gender stereotypes encourage more men to pursue entrepreneurship than women, explicitly stating that there is a stereotype can actually help nullify it.

A community mobilization intervention piloted in Uganda significantly reduced social acceptance of gender inequality and intimate partner violence (IPV), as well as actual experience of IPV and risky sexual behavior.

Stereotype threat affects women, but not men, resulting in their underperformance on counter-stereotypical tasks like math.

When exposed to information about the positive effects of formal childcare, women with more education were more likely to stay in the labor force and use daycare, while women with less education actually decreased their willingness to stay in the labor force.

Formalized workplace sponsorship programs benefit men far more than women, but harnessing the positive impact of sponsors’ confidence in female protégés’ abilities could help close gender gaps.