Male attorneys expressing anger are more likely to be viewed positively (as influential, commanding, and effective), whereas female attorneys expressing anger are more likely to be viewed negatively (as shrill, overly emotional, and ineffective).

In competitive environments where a gender quota is implemented and peer sabotage is possible, women experience strong backlash in the form of sabotage.

Men with atypical gender characteristics face backlash in the hiring process.

Researchers find that transgender children show a clear pattern of gender development associated with their current gender and not their sex assigned at birth.

When women are exposed to female gender role information, the strength of their attitudes is reduced and they are more susceptible to persuasion. However, when men and women are exposed to male gender role information, they process messages more thoughtfully.

Women and racial and ethnic minorities are found to benefit from mentioning their demographic identity in help requests.

Women with higher achievements tend to have lower performance evaluations when assessed by male evaluators who are more likely to align their beliefs with group-based hierarchies in society.

Women, for whom being a woman is not central to who they are, are more likely to hinder the advancement of other women in male-dominated fields.

In the United Kingdom and Sweden, psychological factors including gender identification and need for closure are associated with binary gender/sex views, prejudice toward non-binary people, and opposition to gender-neutral pronouns.

Extending candidate shortlists (which are typically used as an informal recruitment process in organizations) could help close the gender gap in hiring.