Both men and women face repercussions for briefly stepping away from child-care or professional responsibilities, regardless of the reason for doing so. However, male employees are viewed as more dedicated to their job and as less risky for their workplace than their female counterparts.

After a violation in trust, women are more likely to regain trust in a transgressor due to higher interest in maintaining a relationship.

In rural Uganda, a media campaign reduced rates of domestic violence by increasing women's willingness to report incidents.

Participation in gender and entrepreneurship training can help increase women’s bargaining power in household decision making.

During negotiations, expressing anger decreases influence for women and African Americans but does not decrease the influence of white men.

One-day financial education training programs may be cost-effective interventions for improving the financial behaviors of women from poor households. 

Representation of women in decision making groups increases the likelihood that climate policy interventions will be effective and that the benefits of the interventions will be shared equally.

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

Reminders of historic injustices against women increase men’s denial of current gender discrimination, thereby decreasing their support for employment equity policies that aim to promote the hiring of women.

When employers are informed that the norm is to hire more candidates of one gender, they tended to not exhibit norm-abiding behavior, with men demonstrating backlash.