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  • 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…
  • Report
  • 21st Jun 2018

Presenting gender pay gap figures to the public: an online randomised controlled trial

We worked with GEO to test alternative ways of presenting GPG figures to affect comprehension and public attitudes; we wanted the public to be able to distinguish between companies with a large GPG and those with a small GPG. 
  • Blog
  • 8th Feb 2019

8 ways to understand your organisation’s Gender Pay Gap

New guidance for employers published this week
  • 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
  • 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. 
  • Report
  • 15th Sep 2020

Encouraging compliance with the gender pay gap regulations: a letter trial

New legislation came into force in April 2018 requiring all UK organisations with 250 employees or more to report their annual gender pay gap (GPG) figures to the public through a designated government website. Ahead of this, BIT worked with the Government Equalities Office to test whether different messages were…
  • Blog
  • 17th Nov 2020

Switching the default to advertise part-time working boosts applications from women by 16%

The difference in pay between women and men tends to increase sharply after the birth of a woman’s first child. Women are much more likely than men to move to part-time working, often to balance home and care responsibilities. Once women move to part-time roles, they often fail to progress…
  • Blog
  • 8th Mar 2021

Who is more likely to apply for flexible jobs - men or women?

Women are twice as likely to work flexibly compared to men - with women with children being the most likely to make use of flexible work arrangements. Consequently, many assumptions are made about part-time and flexible roles.  Part-time positions in particular have become conflated with an unhelpful and inaccurate stereotype…
  • 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.