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- Blog
- 23rd Oct 2018
The rise of returners: New dynamic norm opens door to gender equality in the workplace
Earlier this year, UK companies with 250 employees or more published their Gender Pay Gap (GPG). With a national average of 18% difference in pay between men and women employees, many organisations are now wondering what they can do to close the gap. The lack of women at senior levels…
- Blog
- 1st Apr 2019
Flexible working and returners: What employers told us
Finding a way for care work and employment to function together is a struggle for millions of people across the UK, putting pressure on our finances and wellbeing. It’s a significant barrier to achieving gender equality, as caregiving responsibilities continue to fall disproportionately on women. Exploring how men and women…
- Blog
- 20th Nov 2019
Women only apply for jobs when 100% qualified. Fact or fake news?
When Sheryl Sandberg published her book Lean In in 2013, a catchy finding mentioned in it started to turn into received wisdom: men apply for positions if they meet just 60% of the requirements, while women only apply if they meet 100% of them. It did not take long for…
- 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
- 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)…
- Report
- 21st May 2021
How many days should we work from home?
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…
- 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
- 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…
- 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…