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  • Blog
  • 17th Apr 2023

Ethnicity pay reporting: How to understand your data and use it to create a more equitable workplace

Today the government publishes its first ethnicity pay reporting guidance for employers. Publishing this guidance sends a strong signal to businesses to take a more data-driven approach to improve racial equality, although doing so remains voluntary. As more businesses calculate and disclose their ethnicity pay, this will increase transparency and…
  • Blog
  • 5th Dec 2022

Using behavioural science to redesign customer water bills

Redesigning water bills to save water using behavioural insights
  • Blog
  • 4th Aug 2021

Making gambling safer: Can deposit limit tools be improved with commitment devices?

This is blog 3 in our series highlighting BIT’s work to-date on how behavioural insights may be useful in reducing gambling harms through safer gambling tool innovation. Previous blogs in this series cover our field trials on improving the uptake of safer gambling tools, and how high anchors may influence…
  • Report
  • 15th Jul 2021

Encouraging sexual orientation disclosure in recruitment

We worked with the recruitment platform Applied, which aims to remove bias from the hiring process, to understand what works to increase voluntary disclosure, particularly for sexual orientation.
  • 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
  • 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…
  • Report
  • 18th Jun 2021

Supporting men to take longer parental leave and work flexibly

Whilst there are a range of barriers contributing to men’s lower uptake of parental leave and flexible working, one explanation could be that, while men privately want to take more paternity leave and work flexibly, and are supportive of others who do, they underestimate support for these behaviours among their…
  • Report
  • 11th Jun 2021

Increasing applications from women through targeted referrals

We partnered with the Ministry of Defence (MOD) to run a two-armed randomised controlled trial (RCT) testing whether using targeted referrals would increase the referrals, applications and hires of women.
  • Report
  • 10th Jun 2021

Flexibility by default: Increasing the advertisement of part-time or job-share options

BIT partnered with the John Lewis Partnership (JLP) to test whether increasing the advertisement of part-time or job-share options would increase career progression among JLP’s part-time staff.
  • Report
  • 4th Jun 2021

Facilitating return to the labour market with a novel CV format intervention

We applied to 9,022 job vacancies over a 6-month period spanning October 2019 to March 2020. We found that displaying experience in terms of the number of years rather than dates led to a 4.8 percentage point (14.6%) increase in the positive callback rate. Further analysis suggested that the ‘no…