There are two main themes to Seabright's book. One is an attempt to place human beings in an evolutionary context. The other is an examination of the question why women are less well paid than men in today's workplace in developed countries.
While I learned something from both parts/themes of the books, neither was quite as enlightening as I'd hoped it would be.
The point from which it starts, and the main theme of its first part, is placing human being in the context of evolution and the behaviour of other species. There's a role for 'salesmanship' as Seabright puts it (deception and self-deception is the way in which I've seen it described by Robert Trivers) in many species - you big up your offerings, they're not altogether without truth but you're definitely putting the best spin you can on things, whether you are human or some other species. We are 'hard-wired' through our emotions for 'rule of thumb' type judgements - and for example think people who can produce genuine smiles will be more trustworthy and richer than those who can't (and actually we are right). We also rate tall people (who are actually smarter than those who are shorter, for the most part) but we over-rate them. We carry in our bodies the traces of our evolution - judging by comparisons with chimpanzees, bonobos etc, we've certainly had periods when we weren't uniquely monogamous and women, in particular, had relationships with many men...We both compete and cooperate in our lives generally and in our love lives and our signalling reflects that - how much of our signalling is like the male peacock and its displays or male song-birds (those who are good at singing do have better brains!) - is not terribly clear, though. (Presenteeism ind the office is like this though, Seabright suggests.)
But, moving on to the theme of the second part of the book, we are social animals and our societies are many and various (hunter gatherer, farmer, modern day). A puzzle that Seabright works on is why, in the modern world, do women have a lower share of resources than men. He thinks maybe they take time out for children (men who take time out from their careers also earn less than those who don't). And maybe they have different kinds of network (more strong ties, fewer weak ties) that don't serve them so well in the workplace when it comes to getting back on or up to the top of a career ladder. Moreover, we need to reflect that the nature of jobs changes - and that what will be uniquely rewarded are jobs that only you can do well and others can't do so well (ie jobs that it's hard to commoditise - Seabright refers to this as jobs that require 'charm').
So, there is some interest here and I certainly learned something from this book. But for a practical book about women in the workplace, Sheryl Sandberg's Lean In would be a strong recommendation. And for a theoretical book based on statistical research. Alison Wolf's The XX Factor is full of interest.