Formalized workplace sponsorship programs benefit men far more than women, but harnessing the positive impact of sponsors’ confidence in female protégés’ abilities could help close gender gaps.

Gender gaps are more likely to emerge in negotiations when there is a lack of clarity about compensation or price standards.

Educational conditional cash transfer programs lead to “win-win” scenarios for girls: increases in their schooling and reductions in risky sexual behavior.

Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well.  This gap persists even when employers receive information about the candidate’s past performance.

Mentoring young female professors in economics, an academic field in which women are historically underrepresented, can lead to an increase in their likelihood of staying in academia and of receiving tenure at a top 30 or 50 economics program in the world,  relative to their peers without mentors.

When female math, science, and engineering students view situations in which they are the minority, they experience more physiological and cognitive vigilance and a lower sense of belonging. 

Women’s groups led by peer facilitators reduced neonatal mortality rates and maternal depression in tribal, rural populations of eastern India.

Female borrowers display better repayment behavior than males, irrespective of the roles they play in society and the nature of the loan.

Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.

Combining a microfinance program for women with a participatory curriculum to discuss gender roles, relationships, intimate-partner violence, and HIV reduced levels of intimate-partner violence in South Africa.