Along with the glass ceiling and the missing “middle rung” that slows promotional progress, women may be disadvantaged from the very beginning of the job process.

According to Cornell University researchers, women looking for jobs feel deterred from applying when they see a wide pay range because they don’t feel as confident in their ability to negotiate toward the higher end of that pay band.

“Across our four studies, we consistently found that women show a stronger preference for jobs with narrower salary ranges compared to men, and that this preference is associated with less assertive negotiation behaviors,” the report’s lead author said at the time.

This aspect of Cornell’s study may indicate how women’s career trajectories are dampened at every stage of the process, researchers noted.

Here are four recent HR Dive stories that illuminate how the gender wage gap remains alive and well.