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.

Intervention by a third party and gender determine if, and to what extent, an ally chooses to confront a prejudicious comment.

Framing the Black Lives Matter movement through Black nationalist, feminist, or LGBTQ+ rights lenses produces varied effects on African Americans' attitudes about the movement and willingness to support it.

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

People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.

In the United States, differences in salary negotiation behavior are shaped by both gender and race. White women, Asian women, and Asian men feared more backlash for being too demanding in negotiations, as compared to White men.

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

Observers of sexual harassment intend to report incidents at much higher rates than they actually do. Women, however, are more likely to report observing sexual harassment than men.