The “prescriptive beauty norm” reflects a desire to enhance gender hierarchy and contributes to social policing of women and employment discrimination practices known as the “beauty tax.”

Experiential learning may be more effective in training employees to recognize and address unconscious bias than less interactive anti-bias initiatives.

People speaking genderless languages, (i.e. languages without references to objects as male or female), may exhibit more egalitarian views about women's roles in politics and society.

Decarceration efforts that do not explicitly address racial, ethnic, and gender disparities in incarceration rates risk exacerbating such gaps, even as they reduce overall incarceration.

Anonymizing information, such as gender, about grant applicants reduced gender bias, particularly in male reviewers, who tended to rate female applicants significantly worse than male applicants.

In male-dominated fields, quantitative performance ratings for judging a professor’s merit elicit more gender bias when ratings are assessed on a 10-point scale than when assessed on a 6-point scale.

Exposure to essentialist ideas that ground the male/female binary in biology may lead to more prejudice against transgender people, whereas exposure to ideas that question such essentialist claims may help counteract this prejudice.

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

Certain legally irrelevant features of rape (such as details relating to the victim's clothing and past criminal history) decrease respondents’ likelihood of reporting an incident and its perceived severity.

One-off online diversity and anti-bias trainings may be effective in changing employee attitudes, but do not change behaviors in the workplace.