Women with higher achievements tend to have lower performance evaluations when assessed by male evaluators who are more likely to align their beliefs with group-based hierarchies in society.

Women, for whom being a woman is not central to who they are, are more likely to hinder the advancement of other women in male-dominated fields.

Evidence from India suggests gender-targeted cash transfer programs can empower women in household decision-making processes but have little effect on household expenditures, savings, income, or nutrition.
 

In London, perceptions of safety in public spaces increased with the removal of solid walls, especially among women. 

In the United Kingdom and Sweden, psychological factors including gender identification and need for closure are associated with binary gender/sex views, prejudice toward non-binary people, and opposition to gender-neutral pronouns.

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring. 

Encouraging students not to incur in gender discrimination is likely to be ineffective; a more effective approach is to present them data of past gender discrimination made by students. 

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.

In Germany, female job applicants with Turkish names received callbacks at lower rates than those with German names, despite comparable qualifications. This effect was particularly significant for applicants with Turkish names who wore headscarves.