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41-50 of 74 results

  • Blog
  • 8th Mar 2021

Who is more likely to apply for flexible jobs - men or women?

Women are twice as likely to work flexibly compared to men - with women with children being the most likely to make use of flexible work arrangements. Consequently, many assumptions are made about part-time and flexible roles.  Part-time positions in particular have become conflated with an unhelpful and inaccurate stereotype…

  • Press release
  • 5th Mar 2021

New wave of 174,000 flexible jobs would boost post-COVID gender equality

BIT analysed more than 780,000 job postings on Indeed.co.uk by 100,000 employers and found that prompting employers to clearly advertise flexible working options led to a 20% increase in the number of jobs advertised as flexible. 

  • Blog
  • 4th Mar 2021

BIT’s biggest trial so far encourages more flexible jobs and applications

We wanted to see if we could encourage employers to advertise more jobs with flexible working options. 20 million job applications passed through this RCT - making it one of the biggest experimental social policy trials ever published.

  • Blog
  • 23rd Feb 2021

What impact does remote working have on workplace sexist and sexually harassing behaviours?

Everyone should be valued and treated as equal regardless of gender. Yet in too many workplaces, sexist behaviours and sexual harassment are still a problem. In Australia, one in three people have been sexually harassed in the workplace in the past 5 years.  Reducing sexist behaviours and sexual harassment in…

  • 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.

  • 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
  • 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…

  • 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
  • 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,…

  • 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…