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

Entrepreneurs displaying stereotypically “feminine” behaviors during venture capital “elevator pitch competitions” are less likely to be selected as finalists regardless of actual gender. 

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.

Organizations that emphasize merit-based cultures, while intending to increase opportunities, fairness, and equity, may inadvertently be disadvantaging women.

Workgroup sex and race composition affects turnover and career mobility.

Business teams with an equal number of women and men perform better in terms of sales and profits, than do male-dominated teams.

Decrease gender bias in hiring and promotion decisions by evaluating candidates in groups, rather than one by one.

Quotas for corporate boards are effective in increasing gender diversity, but in Norway imposed costs on firms and shareholders.

The use of gender-exclusive language (such as using masculine pronouns) can cause women to feel ostracized and less motivated in important professional environments.

Collective intelligence is significantly correlated to group composition, and is higher with a higher concentration of females in the group.