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1-10 of 11 results

  • Report
  • 24th May 2021

Impact of changes in flexible working during lockdown on gender equality in the workplace

We carried out a longitudinal survey with UK employees (n = 4,426) to explore changes in flexible working (remote working and hours), unpaid care work (childcare, adult care and housework), career and wellbeing outcomes, and their relationship with gender equality in the workplace. 

  • Blog
  • 29th May 2020

‘Double nudge’ encourages employers to offer flexibility, in turn boosting job application rates

We discuss an innovative trial we ran last year, showing how employers can reach a wider pool of talent by boosting their offer of flexibility at work. 

  • Blog
  • 6th Mar 2020

More than a few bad apples? What behavioural science tells us about reducing sexual harassment

With Harvey Weinstein’s recent conviction for sexual crimes, it feels like some progress has been made towards taking sexual harassment more seriously. As behavioural scientists working on gender equality, we try to understand how to best combat sexual harassment in the workplace - and whether it is, indeed, about more…

  • Blog
  • 24th Sep 2019

How to stop sexual harassment as a bystander

In the wake of the #MeToo movement, many organisations and universities are searching for evidence-based strategies to combat sexual harassment. Encouraging bystanders, those who witness or hear about sexual harassment, to take action is a promising way to do this.

  • Blog
  • 1st Aug 2018

New for employers: the latest evidence on What Works to reduce the Gender Pay Gap

Imagine a four-person shortlist that has three women and one man on it. With this shortlist, a woman will be hired only 67% of the time. If you've got two women and two men on the shortlist, a woman will be hired 50% of the time - the odds you…

  • Blog
  • 15th Jun 2018

Watch: how to tackle the gender pay gap

Many employers want to make real improvements  to gender equality and diversity, but choosing which actions to implement can be challenging. There’s a gap between established practice and evidence. For example, employers could be forgiven for thinking that adding one woman to a shortlist is an effective way to hire…

  • Blog
  • 11th May 2018

The benefits of rebalancing childcare

Kids in Finland are unique among their international counterparts - they are the only children to spend more time with their dads than with their mums. Could the Finnish model of childcare have lessons for the rest of us? Some research suggests that kids who spend time with their fathers…

  • Blog
  • 8th Mar 2018

What employers should do about their gender pay gaps

For the first time in history, employers with 250 or more employees in the UK are required by law to publicly report their gender pay gaps. The gender pay gap is not the same as unequal pay. Unequal pay means paying men and women differently for performing similar work (and…

  • Blog
  • 6th Feb 2018

One hundred years of votes for women: what next to close the gender gap in politics?

Behavioural science can offer a range of solutions for the political gender gap. One promising direction is to increase the visibility of female politicians that young women can identify with.

  • Blog
  • 23rd Nov 2017

When attempts to improve the treatment of women fail

The recent spotlight on sexual harassment in the workplace has led employers from Hollywood to Westminster to think about how they treat women. This, alongside the introduction of the new requirement for employers to report their Gender Pay Gap, means it is a good time to ask the question: what…