This report explores how predictive tools affect equity throughout the entire hiring process. It examines some popular tools that many employers currently use, and offers recommendations for further scrutiny and reflection. It concludes that without active measures to mitigate them, bias will arise in predictive hiring tools by default.

Coal mine closure is, in large part, about mitigating impacts on people and communities. This report outlines “Just Transition for All” principles that can achieve meaningful outcomes for mine-affected communities.

This report looks at the available evidence and draws out the broader insights learned from the work that BIT and others have done in this space, with an eye to what is practical and universal. Its objective is to give policymakers and researchers around the world a starting point for future applications of behavioural insights...

The 2018 Graduate Outcomes Survey – Longitudinal (GOS-L) measures the medium-term outcomes of higher education graduates based on a cohort analysis of graduates who responded to the 2015 Australian Graduate Survey (AGS). The GOS-L replaced the Beyond Graduation Survey (BGS) from 2016.

This special report looks at the use of digital surveillance and monitoring in Australian workplaces. 70% of respondents said their employers use at least one form of digital surveillance or monitoring, including cameras, GPS tracking, monitoring internet or social media activity or counting keystrokes, to monitor employees – and sometimes to discipline or even dismiss...