Common views of creativity favor stereotypically masculine traits, leading people to perceive women as less creative, and less deserving of recognition and reward.

Gender gaps are more likely to emerge in negotiations when there is a lack of clarity about compensation or price standards.

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

Women who initiate negotiations in the workplace are more likely to be penalized than their male counterparts.

Mothers face penalties in hiring, starting salaries, and perceived competence while fathers can benefit from being a parent.

In stock brokerages, women are assigned smaller accounts, which leads to a gender wage gap in performance-based pay.

Women can achieve better outcomes in salary negotiations without experiencing social backlash by providing a legitimate rationale for their ask, while communicating their concern for maintaining good organizational relationships.

Science professors of both genders exhibited an unconscious bias against female students, perceiving them to be less competent than male students.

Male managers choose competitive compensation schemes significantly less often for female workers than male workers.   

Men working for female supervisors in male-dominated fields receive lower salaries and lose social status due to their lower perceived masculinity.