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1-10 of 12 results

  • 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
  • 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.

  • 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…

  • 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…

  • 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
  • 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
  • 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
  • 8th Feb 2019

8 ways to understand your organisation’s Gender Pay Gap

New guidance for employers published this week

  • 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.