Sex-based harassment towards a fictionalized female bartender was seen as more acceptable by participants when the worker received tips.  

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.

Claims of compound discrimination (from women of color suffering from sexism and racism) are perceived as neither more troublemaking nor less credible than claims of sexism or racism alone

Encouraging women to reflect on the lessons of past experiences of sexist discrimination can improve subjective well-being, while also motivating action for positive change. 

Gender sensitization programs revealed positive results in guiding adolescents towards equitable views and positively influence their understanding of gender norms.  

Gender leadership gaps could be reduced by giving women the choice to opt out of rather than opt into a leadership role. 

Redesigning résumés reduces discrimination against female jobseekers with child-related employment gaps and overall improves hireability of applicants with and without employment gaps. 

Appointing women into top management might mitigate the gendered expressions in language that describe women as less agentic than men.

Although women may financially benefit from choosing to negotiate in some cases, there are other cases in which increased negotiation can negatively impact women and result in less pay.

When it comes to sexual harassment, people perceive women who possess less feminine features as less credible victims and view their perpetrators as less deserving of harsh punishment.