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21-30 of 104 results

  • 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
  • 6th Mar 2020

More than a few bad apples? What behavioural science tells us about reducing sexual harassment

With Harvey Weinstein’s recent conviction for sexual crimes, it feels like some progress has been made towards taking sexual harassment more seriously. As behavioural scientists working on gender equality, we try to understand how to best combat sexual harassment in the workplace - and whether it is, indeed, about more…

  • Blog
  • 7th May 2020

Britain Connects: take part in our project to bring Britain together

As people across the country step outside of their homes this evening to clap for carers, we can see how the coronavirus crisis has created shared experience without precedent for all of us. We are working with the Mirror, the Daily Express and local newspapers in Britain on a unique…

  • 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
  • 26th Jun 2020

The disproportionate impact of COVID-19 on ethnic minorities in the UK and what we can do about it

Of the almost 10,000 patients critically ill with COVID-19 in hospitals in England, Wales and Northern Ireland since the start of the outbreak in the UK, 33% were from Black, Asian, Mixed or Other ethnic minorities - even though people from these groups account for 14% of the population (excluding…

  • Blog
  • 1st Jul 2020

PRIDE reflection blog 🏳️‍🌈: How defaults impact the LGBTQIA+ community

There are few concepts as renowned or respected in behavioural science as the power of defaults. Defaults refer to the ‘status quo’ or ‘business-as-usual’ option that is pre-selected, by design or by accident, by the architect of choice. Default options can have a profound impact on human decision making. However,…

  • 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
  • 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…

  • Blog
  • 15th Dec 2020

Unconscious bias and diversity training – the evidence

The corporate buzzwords of the moment: unconscious bias and diversity training. These training programmes have been introduced to organisations across the world over decades, with high hopes that they will make workplaces more inclusive. In the US alone, companies spend $8billion a year on diversity training. But do they work? This…

  • Blog
  • 6th Jan 2021

BIT Goes to Washington

It’s now one year since BIT set up its office in Washington, DC - we reflect on establishing ourselves in this new market in an exciting but unusual time.