When senior partners have more daughters, their venture capital firms hire more women, improving deal and fund performance. 

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.

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.

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

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

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.

A habit-breaking approach to gender bias led to behavioral changes and improved work climate among university faculty.

Despite explicit intentions to be gender neutral, a Facebook ad for STEM careers was shown more often to men than women, potentially due to economic forces and competition among advertisers. 

Participating in online sexist behavior increases levels of hostile sexism and has offline impacts in the workplace.