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- Blog
- 10th Nov 2017
How flexible working can improve gender equality in the workplace
Today is Equal Pay Day - an annual reminder of gender inequality in the workplace. While attention rightly tends to focus on the pay gap between men and women, there are a number of issues that impact differently on employees depending on their gender. One of those is flexible working.…
- 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…
- 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
- 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
- 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
- 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
- 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
- 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
- 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
- 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.