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- 21st May 2021
How many days should we work from home after COVID-19?
Today we launch a report detailing a randomised controlled trial (RCT) we ran with Defence Equipment & Support (DE&S). The trial set out to evaluate the impact of setting different expectations for how much employees should work from home. DE&S is a public sector organisation with 11,500 employees (66% men)…
- Blog
- 24th May 2021
Will flexible working improve gender equality after COVID-19?
Today we launch a report detailing the findings from a longitudinal survey carried out in 2020 with nearly 4,500 UK employees that collected data on the time periods before lockdown (March), during early lockdown (May) and during tiered lockdown (October). We explored changes in flexible working across time and their…
- Blog
- 4th Jun 2021
Can one line on a CV support people back into work?
Recruiters spend less than 10 seconds screening a CV. Such rapid decision-making increases the role that bias can play in hiring decisions. Rather than skills, irrelevant factors can become filtering criteria or sources of discrimination, consciously or otherwise. To test how changes to the design of CVs might reduce a…
- Blog
- 11th Jun 2021
Targeted referrals can improve gender equality in recruitment
We partnered with the Ministry of Defence (MOD) to find ways to reduce their gender pay gap. We designed an intervention to diversify the range of people employees organically share new vacancies with by explicitly encouraging staff to share vacancies with underrepresented groups: targeted referrals. We also encouraged managers to…
- Blog
- 18th Jun 2021
Simply telling men that their peers support parental leave and flexible working, increases their intention to share care
According to recent research, 76% of mothers and 73% of fathers would like to work flexibly to spend more time with children - a remarkably similar proportion. Yet mothers are much more likely to work part-time than fathers. So if dads want to work flexibly, what’s stopping them? One barrier…
- Blog
- 15th Jul 2021
Improving equality, diversity and inclusion starts with good data
Data is critical for progressing equality, diversity and inclusion (EDI) goals. Transparency and accountability are both foundational for improving EDI and these cannot be achieved without data regarding both employee characteristics and workplace outcomes. While gender pay gap reporting has been shown to reduce gender inequality, many organisations in the…
- Blog
- 2nd Sep 2021
New for employers: updated evidence on what works to reduce the Gender Pay Gap
We’ve recently wrapped-up a large-scale ‘Gender and Behavioural Insights’ (GABI) research programme, a collaboration with the Government Equalities Office to investigate what works to improve gender equality in the workplace. Our work has yielded some interesting insights. For instance, we found that unconscious bias training does not change attitudes in…
- Blog
- 1st Dec 2021
Engaging men and boys as allies in preventing violence against women and girls
Men and boys are critical allies to creating a safer world for women and girls.
Also available in: Español
- Blog
- 1st Dec 2021
Involucrando a hombres y niños como aliados en la prevención de la violencia contra las mujeres y las niñas
Una de cada tres mujeres experimenta violencia física y/o sexual en algún momento de sus vidas, la mayoría a manos de una pareja íntima, tanto a nivel mundial como en América Latina. Los estudios demuestran que los hombres son los responsables de la inmensa mayoría de estos actos.
Also available in: English
- Blog
- 14th Dec 2021
Promoting help-seeking behaviours among survivors of violence in Central America
Since 2018 BIT has partnered with the Inter-American Development Bank to explore how behavioral insights can encourage women in Central America to seek help if they experience gender-based violence
Also available in: Español