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

When it comes to sexual harassment, people perceive women who possess less feminine features as less credible victims and view their perpetrators as less deserving of harsh punishment. 

Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).

Researchers find that transgender children show a clear pattern of gender development associated with their current gender and not their sex assigned at birth.

When women are exposed to female gender role information, the strength of their attitudes is reduced and they are more susceptible to persuasion. However, when men and women are exposed to male gender role information, they process messages more thoughtfully.

In the U.S., female candidates are no more likely to quit politics after suffering an electoral loss than their male counterparts.

Women and racial and ethnic minorities are found to benefit from mentioning their demographic identity in help requests.

Academic achievement (grade point average, or GPA) has relatively no impact on the likelihood of men being hired in entry-level jobs whereas women are most hirable if their resumes portray moderate academic achievement. Moderate academic achievement is associated with increased likeability among women candidates. 

Beyond merely exposing girls to role models, actively encouraging girls to choose a role model may improve their sense of fit in science.

Women, for whom being a woman is not central to who they are, are more likely to hinder the advancement of other women in male-dominated fields.