Women with higher achievements tend to have lower performance evaluations when assessed by male evaluators who are more likely to align their beliefs with group-based hierarchies in society.

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring. 

In an experimental study in the U.S., when women are assigned a harder, higher-paid task, they experience an increase in earnings, regardless of whether they stated a preference for an easier or more challenging task. 

Without self-promotion, female software engineers are left behind in tech recruitment.

In Germany, female job applicants with Turkish names received callbacks at lower rates than those with German names, despite comparable qualifications. This effect was particularly significant for applicants with Turkish names who wore headscarves. 

Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.
 

Inside STEM organizations, Black women report feeling greater trust and belonging when there is perceived allyship from other female employees.

At an Indian garment factory, employer-sponsored childcare increases working mothers' attendance, especially among mothers with daughters. 

Women's perception that they will have less power in majority-male leadership groups decreases their desire and intention to seek leadership roles. 

Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.