Women were more likely to compete than men in this study from the UAE.

An intervention treating gender bias as a changeable habit led to more gender-balanced hiring of university faculty over the next two years.

A habit-breaking approach to gender bias led to behavioral changes and improved work climate among university faculty.

The presence of a female role model can buffer women’s math test performance in the face of gendered stereotypes that can cause stress and lead women to underperform men in this field.

Single, career-driven women feel the pressure to “act wife”, downplaying professionally beneficial qualities like ambition, in order to reduce negative perceptions from potential male partners.

In the Swedish labor market, the prevalence of either men or women in particular occupations cannot be explained by hiring discrimination.

In the high-tech industry, women without technical expertise are less likely to be awarded venture capital than their male counterparts who lack this same technical expertise. This gender gap does not exist when comparing men and women who both possess technical skill.

Reading about gender identity reduces transphobia, increasing support for equality and accommodation policies for transgender people.

Men have more support for gender equality when they are positioned as agents of change for a common cause.

Gender balancing among police officer groups improves group cohesion, but may not affect beliefs about gender norms and operational effectiveness with regards to sexual and gender-based violence.