Initiatives providing mentoring, additional information, and nudges to encourage more female economics majors have a greater effect on female students with above-median grades, increasing their likelihood of majoring in economics.

White men perceive companies that highlight their gender diversity (by including White women) as being more prestigious than companies that do not, while companies that highlight gender and racial diversity are not seen as more prestigious by White men.

Start-up funders tend to ask men about how they will promote success and women about how they will prevent failure, contributing to the gender gap in funding allocation.  Replying to prevention-focused questions with promotion-focused answers can help founders counter biased motivational questions.

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.

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.

Intersectional stereotypes about gender and race hinder the advancement of women, Latinx people, and African Americans in STEM.

During group deliberations, the act of expressing anger increases a man’s influence but decreases a woman’s influence.

When seeking investors via crowdfunding, female entrepreneurs benefit from the stereotype that they are more trustworthy than male entrepreneurs.

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