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- Blog
- 19th Jul 2023
Using behavioural science to redesign customer water bills
Last year, the UK sweltered through its hottest summer on record, with droughts declared nationwide. And if this June - the hottest June since records began - is anything to go by, the signs point to this becoming a more regular occurrence in 2023 and beyond. It is a jarring…
- 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.