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. 

For Black voters, skin tone and hairstyle may play important, interactive roles in their responses to Black women candidates.

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.

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.

People are more likely to choose candidates whose gender would increase group diversity (e.g., women in a male-dominated environment) when hiring multiple group members rather than when making a single, isolated hiring decision.

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.

Decarceration efforts that do not explicitly address racial, ethnic, and gender disparities in incarceration rates risk exacerbating such gaps, even as they reduce overall incarceration.

Restructuring competitions in lab settings and in the workplace so that competition is the default significantly reduces the gender gap and may decrease gender imbalances in leadership positions or career trajectories in organizations.

Female leaders exhibiting high levels of relational behaviors are trusted more than male leaders exhibiting high levels of relational behaviors when organizations are in crises with low uncertainty about consequences.