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  • Blog
  • 29th Apr 2022

How can we encourage migrant domestic workers to seek help? Part 2

In Part 1 of this blog post series, we talked about the behavioural barriers that migrant domestic workers (MDWs) face when deciding whether and how to seek help, and the prototypes that we designed to address these barriers. If you had voted in the poll in our last blog post,…
  • Report
  • 24th May 2022

Improving Workplace Diversity in the Public Sector with Behavioural Insight Strategy

Does your government workforce reflect the diversity—and excellence—of your community?
  • Blog
  • 17th Jun 2022

Allowing fathers to be present

Fathers can be quite important. I’ve got a good one and am very grateful for it. The behavioural science evidence also backs me up. Early paternal participation has a positive impact on a child’s IQ, mental and physical health, career success, and happiness. When fathers do spend time with their…
  • 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
  • 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…
  • 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
  • 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
  • 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.
  • 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.