When faced with competitive workplaces, women and African Americans are less likely to join teams that include other women or African Americans than when faced with non-competitive workplaces.

In venture capital (VC) competitions, exposure to more VC judges increases male, but not female, participants’ chances of founding a VC-backed startup. This is in part due to male participants' increased likelihood of proactively reaching out to judges after the competition.

The gender gap in self-promotion persists even when incentives to self-promote are removed and information about other people's average level of self-promotion is provided.

Simple advice can be a powerful and effective tool in reducing gender differences in willingness to compete.

Innovative research by women is underfunded because of gender differences in writing style.

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.

Being in a job that underutilizes a person's skills is as damaging to a person's work history as a year of unemployment, and men are penalized for having part-time employment histories while women are not.

Women were more likely to compete than men in this study from the UAE.

In an online video game, lower-skilled male players are more hostile towards female players due to a female threat in a male-dominated social hierarchy.

Showing the number of current applicants for a job posting increases the likelihood that job seekers—especially women—will apply.