This statistic shows the result of a question from the British Social Attitudes survey which asked 'would you describe yourself as very prejudiced/a little prejudiced against people of other races?' Over this 34-year period there was a net decrease in the share of respondents saying that they were, at least to some extent, prejudiced when it came to people of other races.

The share of NHS England staff experiencing discrimination from patients has increased in the past years. However, this was largely driven by the rise in discrimination experienced by staff of ethnic minorities, who are **** times more likely to be discriminated against by patients compared to white staff. Doctors and dentists were even more likely to experience discrimination than the average NHS staff, possibly because their workforce is more ethnically diverse.

Introduction

Employment Discrimination Statistics: Working conditions remain one of the major issues worldwide where individuals are discriminated against because of their race, gender, age, disability, and religion, among other factors. In the year twenty-four, numerous publications and research studies have shown that gender discrimination in England has had a significant impact on the productivity of employees and the mental growth of the company and its employees.

Employment discrimination remains a critical challenge in England, with gender bias significantly affecting both organizational productivity and employee well-being. In 2024, 12 % of UK adults reported experiencing gender-based discrimination at work, rising to 27 % among non-binary individuals. Women earned a median of £672 per week compared to £773 for men—an hourly pay gap of 7.0 % for full-time employees and 13.1 % overall in April 2024 . Mental health also suffered: 52 % of young women (ages 16–30) reported mental health problems linked to sexism or harassment at work, and 42 % of young men reported similar issues.

Across the UK workforce, 15 % of employees had an existing mental health condition, while work-related stress led to 17.1 million lost working days in 2022–23. Financially, poor mental wellbeing costs employers an estimated £42 billion–£45 billion annually—approximately USD 52 billion–USD 56 billion at current exchange rates.

Employment discrimination statistics indicate that some improvement is noted, but there are still many areas that require considerable changes to facilitate equality among the employees.

According to a survey of LGBTQ+ people in Great Britain, ** percent agreed somewhat that LGBTQ+ individuals faced discrimination in the workplace due to their gender identity, while a further ** percent strongly agreed they did. Just three percent strongly disagreed, that LGBTQ+ individuals faced discrimination at work for this reason.

This graph shows the annual number of police-reported racially motivated hate crimes that have occurred in England and Wales from ********** to 2020. After a decrease during the years 2010 and 2013, annual increases were featured in the following years, resulting in a peak reaching over ** thousand recorded cases of racist hate crime 2018/19.

This archive contains the ESRC funded data collection (UK data) only. The data collection contains a state file consisting of 902 variables, 677 observations. The codebook available in the data collection provides detailed descriptions of variables and data codes (missing etc). For more information please contact stephani.hatch@kcl.ac.uk Research from the United Kingdom and the United States shows wide health inequalities by race/ethnicity and socio-economic status. So far we do not clearly understand the roles that discrimination and social context play in creating these inequalities. Research teams at King's College London (UK) and Columbia University (USA) will carry out studies to investigate: the roles that the historical social context and policy play in shaping observed patterns of health inequalities; differences in anticipated and perceived experiences of discrimination; how discrimination contributes to inequalities in everyday social functioning, mental health, physical health, and use of health services. Comparisons will be made with 1600 adults from two larger studies, (i) the UK National Institute for Health Research-funded South East London Community Health study at the Biomedical Research Centre for Mental Health, and (ii) the US National Institute of Health-funded Child Health and Development Disparities Study in the East Bay Area of California. UK and US researchers, health practitioners, and community members will be invited to participate in developing the social and historical contextual narratives and in planning the dissemination of our research findings. South East London Community Health (SELCoH) study is a follow up study of the community psychiatric and physical morbidity of adults, age 16 years and over from randomly selected households in the south London boroughs of Southwark and Lambeth. Participants were identified through use of the random household sampling as described and used for the Household Survey of the National Survey of Psychiatric morbidity (1). The sample is stratified across the two boroughs to ensure a similar sample size for each area. Individuals were eligible for participation providing they lived in a household in the catchment area. No further exclusion criteria applied. Recruitment for phase 1 (hereafter SELCoH-I), was done between 2008 and 2010, with the final data-set containing information on 1698 adults, aged between 16 and 90 years, from 1075 randomly selected households across two London boroughs. Further details on SELCoH’s organisation, sample and procedures may be found elsewhere (2). Most (94%) of the SELCoHI study participants agreed to be contacted for future studies. The second phase of SELCoH (hereafter SELCoH-II) is a coordinated follow up of participants that participated in the SELCoHI who have agreed to be followed up. This study is also shared with the study entitled, ‘An Health Disparities Study of Discrimination & Disparities in Health & Health Service Use in the UK and US (Health Disparities study) for which the UK sample is drawn from SELCoH I. Thus SELCoHII aimed to update the locally relevant prevalence estimates and to investigate the influence of deleterious experiences across different demographic groups. Recruitment of SELCoH study participants began by sending a letter describing the study. This was sent two weeks in advance of interviewers visiting a household. During each household visit, interviewers attempted contact with a resident. Where contact was achieved, potential participants were given study information, reminded that their continued engagement was voluntary and, where possible, scheduled for an in-home interview. A maximum of four contact attempts (inclusive of any messages and/or home visits) were permitted per eligible individual. Closely supervised, trained interviewers conducted face-to-face interviews with computer assisted interview schedules. The survey questionnaire collected information on the following topics: (1) demographics; (2) migration; (3) socioeconomic status (SES); (4) ethnic identity (5)work attitude and experience (6) psychosocial factors (e.g., social support); (7) neighbourhood characteristics; (8) social adversity; (9) health behaviours; (10) physical and mental health status; (11) treatment and health service use; (12) access to technology; (13) the experience of unfair treatment and discrimination; (14) coping methods; (15) wellbeing. Translators employed by the SLAM NHS Trust were used in interviews with non-English speaking adults upon request. Participants were able to end the interview at any time and compensated for their time. We also provided an option to do a telephone interview for participants who moved out of London. References 1. Jenkins R, Bebbington P, Brugha T, Farrell M, Gill B, Lewis G, Meltzer H, Petticrew M: The National Psychiatric Morbidity surveys of Great Britain-strategy and methods. Psychological Medicine 1997, 27(4): 765-774. 2. Hatch SL, Frissa S, Verdecchia M, Stewart R, Fear NT, Reichenberg A, Morgan C, Kankulu B, Clark J, Gazard B, Medcalf R, the SELCoH study team, Hotopf M: Identifying socio-demographic and socioeconomic determinants of health inequalities in a diverse London community: the South East London Community Health (SELCoH) study. BMC Public Health (2011) 11:861

Abstract copyright UK Data Service and data collection copyright owner.

The Evidence for Equality National Survey (EVENS) is a national survey that documents the experiences and attitudes of ethnic and religious minorities in Britain. EVENS was developed by the Centre on the Dynamics of Ethnicity (CoDE) in response to the disproportionate impacts of COVID-19 and is the largest and most comprehensive survey of the lives of ethnic and religious minorities in Britain for more than 25 years. EVENS used pioneering, robust survey methods to collect data in 2021 from 14,200 participants of whom 9,700 identify as from an ethnic or religious minority. The EVENS main dataset, which is available from the UK Data Service under SN 9116, covers a large number of topics including racism and discrimination, education, employment, housing and community, health, ethnic and religious identity, and social and political participation.

The EVENS Teaching Dataset provides a selection of variables in an accessible form to support the use of EVENS in teaching across a range of subjects and levels of study. The dataset includes demographic data and variables to support the analysis of:

• racism and belonging
• health and well-being during COVID-19
• political attitudes and trust.

Main Topics:

Racism, belonging, impact of COVID-19, health, well-being, financial position, political attitudes and trust.

In 2023/24 there were ****** hate crimes defined as being public order offences in England and Wales, which was the most common offence type for hate crimes in this year.

This report explores views about racial and religious prejudice, perceptions of racial discrimination by public service organisations, and experiences of religious and employment-related discrimination using findings from the Citizenship Survey.

Source agency: Communities and Local Government

Designation: National Statistics

Language: English

Alternative title: Citizenship Survey: Race, Religion and Equalities Topic Report

In 2023/24 there were 98,799 racist hate crime incidents recorded by the police service in England and Wales, compared with 103,625 in the previous reporting year.

This dataset contains the data used in the study titled “Is hiding my first name enough? Using behavioural interventions to mitigate racial and gender discrimination in the rental housing market”. The data was collected from the London rental housing market between 2021 and 2022. Racial and gender biases are pervasive in housing markets. Males and ethnic minorities face discrimination in rental housing markets globally. The issue has been so pronounced that it regularly makes national and international headlines. In response to a racial discrimination lawsuit, Airbnb had to hide guests’ first names from rental hosts in Oregon, USA, starting in January 2022. Yet, there is little evidence that such measurement effectively counteracts racial and gender discrimination in housing markets.

Despite some well-established theoretical models developed more than half a century ago and a wealth of empirical evidence accumulated over the last two decades, studies examining effective solutions to combat discrimination remain sparse especially in housing markets. Given the complexity of the products and services involved and the relatively low frequency of transactions, nuanced studies are needed to understand how implicit racial and gender biases influence letting decisions.

This study investigates housing discrimination at the intersection where longstanding market behaviours meet the evolving insights of behavioural research. Although behavioural interventions have the potential to address both statistical and taste-based discrimination in the housing market, their successful implementation remains a challenge. Given the persistent biases and socio-economic dynamics in the housing market, interventions must be carefully tailored to the context.

By collecting evidence from field experiments, this research aims to gain insights into how real-world behavioural interventions can be effectively designed and implemented. Our focus remains twofold: to develop a robust theoretical framework and to translate its insights into tangible, impactful policy recommendations, with the ultimate goal of fostering a more inclusive housing market.

The Relative Age Effect (RAE) documents the inherent disadvantages of being younger rather than older in an age-banded cohort, typically a school- or competition-year, to the detriment of career-progression, earnings and wellbeing into adulthood. We develop the Tails of the Travelling Gaussian (TTG) to model the mechanisms behind RAE. TTG has notable advantages over existing approaches, which have been largely descriptive, potentially confounded, and non-comparable across contexts. In Study 1, using data from the UK’s Millennium Cohort Study, we investigate the different levels of RAE bias across school-level academic subjects and “personality” traits. Study 2 concerns biased admissions to elite English Premier League soccer academies, and shows the model can still be used with minimal data. We also develop two practical metrics: the discrimination index (ID), to quantify the disadvantages facing cohort-younger children; and the wastage metric (W), to quantify the loss through untapped potential. TTG is sufficiently well-specified to simulate the consequences of ID and W for policy change.

As of September 2024, 46 percent of people in Great Britain thought that racism was somewhat prevalent in the United Kingdom, with 34 percent believing that there was a great deal of racism in the UK.

United Kingdom UK: Law Mandates Nondiscrimination Based on Gender in Hiring: 1=Yes; 0=No data was reported at 1.000 NA in 2017. This stayed constant from the previous number of 1.000 NA for 2015. United Kingdom UK: Law Mandates Nondiscrimination Based on Gender in Hiring: 1=Yes; 0=No data is updated yearly, averaging 1.000 NA from Dec 2009 (Median) to 2017, with 5 observations. The data reached an all-time high of 1.000 NA in 2017 and a record low of 1.000 NA in 2017. United Kingdom UK: Law Mandates Nondiscrimination Based on Gender in Hiring: 1=Yes; 0=No data remains active status in CEIC and is reported by World Bank. The data is categorized under Global Database’s United Kingdom – Table UK.World Bank.WDI: Policy and Institutions. Law mandates nondiscrimination based on gender in hiring is whether the law specifically prevents or penalizes gender-based discrimination in the hiring process; the law may prohibit discrimination in employment on the basis of gender but be silent about whether job applicants are protected from discrimination. Hiring refers to the process of employing a person for wages and making a selection by presenting a candidate with a job offer. Job advertisements, selection criteria and recruitment, although equally important, are not considered “hiring” for purposes of this question.; ; World Bank: Women, Business and the Law.; ;

The Public sector equality duty came in to force in April 2011 (s.149 of the Equality Act 2010) and public authorities like the Ministry of Justice are now required, in carrying out their functions, to have due regard to the need to achieve the objectives set out under s149 of the Equality Act 2010 to:

(a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010;

(b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;

(c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

To ensure transparency, and to assist in the performance of this duty, the Equality Act 2010 (Specific Duties) Regulations 2011 require public authorities, named on , to publish:

• equality objectives, at least every four years (from 6th April 2012)
• information to demonstrate their compliance with the public sector equality duty (from 31st January 2012)

Abstract copyright UK Data Service and data collection copyright owner.

This qualitative study for the Department of Trade and Industry (DTI) explored the perceptions and subjective experiences of claimants who were involved in Race Relations Act (RRA) employment tribunal cases.

The main aims of the study were to explore, in-depth, the subjective experiences of claimants involved in Race Relations Act cases. It aimed to cover the following main research themes:

• the characteristics of the parties and the nature of the dispute
• knowledge and pre-conceptions of the tribunal system prior to making a race discrimination claim
• reasons for applying to an employment tribunal (pathways into the tribunal system)
• the use and experience of workplace dispute resolution procedures
• sources of advice and representation used, and their role in the case
• the role of the Advisory, Conciliation and Arbitration Service (ACAS)
• the experience of tribunal hearings (if any attended)
• the outcome of the case, especially, subjective explanations for the outcome of the case
• the costs and benefits to the applicant of bringing the case
• the experience of the tribunal process as a whole

Forty claimants were interviewed face to face and the interviews were recorded and transcribed, or written up in detail where recording was not possible. Of these, 33 consented to being deposited with the UK Data Archive (UKDA). The study found that claims originate through a complex process. Claimants described their claims as having originated in a mixture of both overt racism and other unfair treatment that was not, on the face of it, racist. Claimants felt that challenging issues of discrimination with their employer had ultimately contributed to the deterioration of the working relationship. Their primary motivation for taking the claim was justice rather than potential financial gain. Claimants tended to be unaware of what would be involved in taking an employment tribunal case. Their expectations of the employment tribunal process were very different from their reported experiences, particularly regarding how long the process would take, the amount of work involved, the amount of legal knowledge required and the need for representation.
Main Topics:

Employment tribunal, race discrimination, RRA, claimants, experiences