Employment chances of minority applicants depend on how well they are perceived to align with the feminine or masculine traits of the job. While white women are strongly preferred for female-type jobs, women of color are not given a similar advantage.
 

Intervention by a third party and gender determine if, and to what extent, an ally chooses to confront a prejudicious comment.

A holistic approach to inclusive education — one that spans both school and community settings — may benefit the educational attainment of girls with disabilities in Kenya.

Framing the Black Lives Matter movement through Black nationalist, feminist, or LGBTQ+ rights lenses produces varied effects on African Americans' attitudes about the movement and willingness to support it.

Inside STEM organizations, Black women report feeling greater trust and belonging when there is perceived allyship from other female employees.

At an Indian garment factory, employer-sponsored childcare increases working mothers' attendance, especially among mothers with daughters. 

People with disabilities (whether they are blind or they use a wheelchair) are rated as ruder and less warm after confronting patronizing help. Blind people are penalized more along these metrics than those using wheelchairs and patronizing behavior towards them is perceived as more appropriate. Gender does not have an impact on the perceived warmth of people with disabilities, before or after confronting patronizing help.

In the United States, differences in salary negotiation behavior are shaped by both gender and race. White women, Asian women, and Asian men feared more backlash for being too demanding in negotiations, as compared to White men.

A greater range of task options can motivate female employees to take on challenges and, as a result, benefit from potential higher earnings. 

Women's perception that they will have less power in majority-male leadership groups decreases their desire and intention to seek leadership roles.