Despite gender equality in the workplace being a priority for many companies, men still outnumber women in top leadership positions and receive higher wages for the same job. One potential explanation for this discrepancy is gender differences in competitiveness. Research shows that gender differences in competitiveness can be explained by risk preferences and confidence levels. On average women compete less often than men, and this pattern has been replicated across cultures and age groups. My research project this year sought out to discover if we can increase competitiveness in women by making competitions less risky. We did this by having participants complete a simple multiplication task for financial reward. We split participants into two conditions where their choice for payment scheme varied. In condition 1, participants had the choice between a noncompetitive piece-rate payment scheme and a competitive, 5 small tournament payment scheme. In condition 2, participants had the choice between the noncompetitive piece-rate scheme and a 1 large tournament scheme. We hypothesized that the gender differences in willingness to compete would be significantly smaller in condition 1 than condition 2, due to the 5 small tournament option being less risky than the 1 large tournament option. Our results showed that when given the option of a piece-rate payment scheme over each type of competition, women still preferred the piece rate payment scheme. Contrary to our prediction, the 5 small tournament option actually exacerbated the gender difference since more men chose to compete in condition 1.