Programs highlighting the pervasiveness of gender bias may contribute to the mindset that gender bias cannot be changed. However, discussing concrete tools for addressing bias in such trainings can promote participants' belief in their ability to take action to address bias.

The inclusion of gender pronouns in organization materials can serve as an effective identity-safety cue to gender and sexual minorities. 

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

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.

Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.