Featuring Black women scientists on science companies’ websites is one recruitment practice that can close gender and racial gaps within STEM fields by increasing feelings of trust and belonging for Black women job applicants.

Despite explicit intentions to be gender neutral, a Facebook ad for STEM careers was shown more often to men than women, potentially due to economic forces and competition among advertisers. 

Participating in online sexist behavior increases levels of hostile sexism and has offline impacts in the workplace.

Résumés signaling high socioeconomic class status made male applicants, but not female applicants, more likely to be selected for a job interview at elite law firms.

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

When women are confronted with negative stereotypes about women and math ability, they underperform on math examinations, and activity in brain regions associated with depression and social rejection is seen.

Encouragement via email can increase female students’ interest in STEM conferences.

An organizational intervention that promotes workers’ flexibility and supervisor support increases job-related well-being among IT workers, as well as general well-being among women.

Job advertisements that use masculine wording are less appealing to women.

When cultural stereotypes portray women as less competent than men on a task, women judge their abilities more harshly, use a higher standard than men, and show less interest in related careers.