A state university’s sexual misconduct training decreased female students’ intention to report sexual misconduct.

Paid family leave policies modestly increased the likelihood of exclusively breastfeeding at 6 months among married, White, higher-income, and older mothers.

Sex-based harassment towards a fictionalized female bartender was seen as more acceptable by participants when the worker received tips.  

In Tennessee, mandatory waiting periods resulted in higher second-trimester abortions and overall reduction in abortion rates. 

Programs highlighting the pervasiveness of gender bias may contribute to the mindset that gender bias cannot be changed. However, discussing concrete tools for addressing bias in such trainings can promote participants' belief in their ability to take action to address bias.

Encouraging women to reflect on the lessons of past experiences of sexist discrimination can improve subjective well-being, while also motivating action for positive change. 

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities. 

When senior partners have more daughters, their venture capital firms hire more women, improving deal and fund performance. 

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.

Though most workers are not willing to accept lower wages for some types of flexible work arrangements (e.g., scheduling flexibility to set their own days and times of work at a fixed number of hours, or the ability to choose the number of hours they work), women are generally more willing than men to give up more of their pay in exchange for flexible work options such as working from home and avoiding irregular work hours, especially if they have young children.