Employment opportunities for refugees significantly boosted their psychological well being. For women refugees, it also increased their perceptions of household power and intolerance for intimate partner violence.

Light-touch, employer-led interventions did not break down opposition to women’s employment in Karnataka, India. 

By directly depositing wages into women’s own bank accounts paired with information sessions teaching them how to use bank accounts, India’s public workfare program increased female labor force participation in Madhya Pradesh.

Using random selection from a preselected pool of applicants closes the gender gap in competitiveness and can increase the number of high-performing women who apply to senior-level positions.

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.  

Evidence suggests overqualification (i.e., possessing more qualifications than necessary for a job) impacts hiring outcomes for women and men differently.

Men with atypical gender characteristics face backlash in the hiring process.