Men have more support for gender equality when they are positioned as agents of change for a common cause.

Gender balancing among police officer groups improves group cohesion, but may not affect beliefs about gender norms and operational effectiveness with regards to sexual and gender-based violence.

Gender does not significantly influence willingness to mentor within politics, but ethnicity may.

Egyptian men and women respond more favorably to an argument for women’s political leadership that draws on the Qur’ān than to an argument based on scientific studies.

Sexual harassment training has varying effects on men’s perceptions of women’s competence, status, and likability—depending on whether the training is led by a woman or a man.

When an organization is failing, Black women leaders are evaluated more negatively than Black men, white women or white men.

In majority male teams, both male and female team members rated male leaders as more exemplary than female leaders, but this effect was eliminated in more gender-balanced teams.

Both male and female employers are less likely to hire women for arithmetic tasks, even though both genders perform equally well.  This gap persists even when employers receive information about the candidate’s past performance.

When female math, science, and engineering students view situations in which they are the minority, they experience more physiological and cognitive vigilance and a lower sense of belonging. 

High-level female role models, whose success seems unattainable, negatively affects younger women’s self-perceptions and leadership aspirations; however, mid-level female role models do not.