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21-30 of 124 results

  • Report
  • 28th Mar 2023

Improving progression opportunities for women in low-paid and low-skill jobs in South Africa

Executive Summary This report presents the findings of a research programme on the barriers faced by women in low-paid and low-skill work in South Africa, alongside potential solutions. The research, conducted by the Behavioural Insights Team (BIT), was part of a global research programme focused on South Africa, the UK,…
  • Blog
  • 28th Mar 2023

Improving progression opportunities for women in low-paid and low-skill jobs

Across the world, women are more likely to be in low-paid work. For example, in the UK, women make up 77% of workers on low weekly pay. We hosted an event in partnership with J.P. Morgan Chase to discuss solutions.
  • Blog
  • 22nd Mar 2023

Good data is critical to employment equity

Good data is essential to achieving workplace equity goals.  Imagine as an employer that you’re trying to increase equity in your team or organisation but aren’t sure what your current staff demographics are. To establish an accurate baseline and inform targets, you’ll need data. Specifically, employee self-identification information. This is…
  • Report
  • 16th Mar 2023

How to improve workplace equity: Evidence-based actions for employers

Advancing equity in the workplace is an urgent priority for employers. But it’s hard to know what strategies actually work and are worth investing in.
  • Blog
  • 8th Mar 2023

Testing digital interventions for sexual reproductive health service uptake in Kenya

For International Women’s Day, we’re sharing some of the lessons we’ve learned through our work in Kenya to encourage girls to access SRH services.
  • Academic publication
  • 5th Dec 2022

Reducing discrimination against job seekers with and without employment gaps

In a preregistered audit field experiment in the UK we show that rewriting a résumé so that previously held jobs are listed with the number of years worked (instead of employment dates) increases callbacks from real employers compared to résumés without employment gaps by approximately 8%, and with employment gaps…
  • Blog
  • 29th Nov 2022

How to deliver inclusive recruitment

Employers can unnecessarily put off or turn away appropriate candidates if their recruitment processes are not inclusive
  • Person

Eva Myers

Eva Myers is joint Director of Economic Policy with Nida Broughton in our UK office. She oversees BIT’s work on energy, environment and sustainability, diversity and inclusion as well as wider work on financial, consumer and business behaviour. Eva has over 15 years of international economic and financial policy experience…
  • Report
  • 27th Jul 2022

Structure of pay - an evidence-based framework

The most common way to attract, retain and reward people - particularly in the private sector - is to use financial incentives including salaries, bonuses, leave or pension contributions. Financial incentives can be powerful, but they are difficult to design well and can produce a myriad of unintended consequences. On…
  • Blog
  • 27th Jul 2022

High prices, high pay? How to attract and retain staff when inflation is high

Given the tricky economic situation, many employers are considering how they can best structure pay and reward to attract, retain and motivate staff, while balancing affordability