Women are more likely to be placed into high level leadership positions if they are centrally located in their social network and have a female-dominated inner circle.

Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.

Reminders of historic injustices against women increase men’s denial of current gender discrimination, thereby decreasing their support for employment equity policies that aim to promote the hiring of women.

When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.

Advertisements that emphasize the personal benefits of applying to government jobs are effective in eliciting diverse candidates to apply.

De-biasing job application messaging can remove perceived barriers to success that prevent women from entering the technology workforce.

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.

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

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.