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1-10 of 32 results

  • Blog
  • 2nd Sep 2021

New for employers: updated evidence on what works to reduce the Gender Pay Gap

We’ve recently wrapped-up a large-scale ‘Gender and Behavioural Insights’ (GABI) research programme, a collaboration with the Government Equalities Office to investigate what works to improve gender equality in the workplace. Our work has yielded some interesting insights. For instance, we found that  unconscious bias training does not change attitudes in…
  • Report
  • 2nd Sep 2021

How to run structured interviews

Seven steps for using structured interviews in recruitment and promotions to improve gender equality and representation
  • Report
  • 2nd Sep 2021

How to use skill-based assessment tasks

Six steps for using skill-based assessment tasks in recruitment and promotion to improve gender equality and representation
  • Report
  • 2nd Sep 2021

How to increase transparency of progression, pay and reward

Five steps for increasing transparency to improve gender equality and representation
  • Report
  • 2nd Sep 2021

How to establish diversity leads and diversity task forces

Eight points to consider when setting up diversity leads and diversity task forces for success
  • Report
  • 2nd Sep 2021

How to set effective targets

Five steps for setting effective targets for gender representation and equality
  • Report
  • 2nd Sep 2021

How to improve gender equality in the workplace - evidence-based actions for employers

A summary of evidence-based actions for employers to improve gender equality, part of a wider toolkit to improve gender equality, with guides on: How to set effective targets; How to establish diversity leads and diversity task forces; How to run structured interviews; How to use skill-based assessment tasks and How…
  • Report
  • 24th Jun 2021

Gender bias and performance feedback: a randomised control trial

In order to achieve gender equality in the workplace there needs to be a focus on reducing bias in, and improving the quality of, performance feedback for women. In this study we analysed the language used in 360 degree feedback reviews carried out between 2018 and 2019 for 4,328 senior…
  • 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…
  • 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…