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 conducted in 2023, ** percent of Americans believed that the bigger problem of racial discrimination in the United States was people not seeing racial discrimination where it really does exist. In comparison, ** percent of Americans who were Black shared this belief.

Percentage of persons aged 15 years and over by discrimination and unfair treatment, by gender, for Canada, regions and provinces.

According to a survey conducted in 2023, 26 percent of Gen Z adults and Millennials in the United States reported experiencing discrimination or hostility based on race or ethnicity. In comparison, only eight percent of the surveyed Silent Generation shared experiences of discrimination based on race or ethnicity.

We use data from Airbnb to identify the mechanisms underlying discrimination against ethnic-minority hosts. Within the same neighbourhood, hosts from minority groups charge 3.2% less for comparable listings. Since ratings provide guests with increasingly rich information about a listing's quality, we can measure the contribution of statistical discrimination, building upon Altonji and Pierret (2001). We find that statistical discrimination can account for the whole ethnic price gap: ethnic gaps would disappear if all unobservables were revealed. Also, three quarters (2.5 points) of the initial ethnic gap can be attributed to inaccurate beliefs by potential guests about hosts' average group quality.

Includes the following statistics for the year 2001-2002:

• Enquiries by ground

• Enquiries by area

• Complaints received by ground

• Complaints received by area

• Complaints received by ground and area

• Type of employment complaints

• Where the unfair treatment occurred at work

• Ground of complaints received by sex of complainant

• Sexual harassment complaints by area

• Outcome of complaints finalised

• Complaints received from Indigenous men by ground and area

• Complaints received from Indigenous women by ground and area

Percentage of persons aged 15 years and over by discrimination and unfair treatment, by gender and other selected sociodemographic characteristics.

GUI67 - Respondents aged 25 years perception of discrimination. Published by Central Statistics Office. Available under the license Creative Commons Attribution 4.0 (CC-BY-4.0).Respondents aged 25 years perception of discrimination...

This dataset comprises all of the data used in the paper: "Beliefs about Racial Discrimination and Support for Pro-Black Policies", forthcoming in the Review of Economics and Statistics.

EQA09 - Individuals who experienced discrimination in the workplace. Published by Central Statistics Office. Available under the license Creative Commons Attribution 4.0 (CC-BY-4.0).Individuals who experienced discrimination in the workplace...

According to a survey conducted in 2020, 41 percent of Black adults said that they had experienced being stopped or detained by the police in the United States while 40 percent said that they had experience being denied a job they were qualified for.

Can the extent of ethnic discrimination change quickly and what circumstances and mechanisms make such changes possible? I address these questions by using scraped data to study the daily evolution of customer discrimination against Arab doctors in Israel from January 2020 to June 2021. Results show that: (1) the outbreak of the coronavirus crisis in March 2020 led to a dramatic decline in discrimination; (2) the eruption of a wave of ethnic riots in May 2021 had the opposite effect; (3) media coverage of the contribution of Arab doctors to the fight against the pandemic helped bring about the first change.

EQA87 - Individuals who experienced discrimination in accessing/using other public services. Published by Central Statistics Office. Available under the license Creative Commons Attribution 4.0 (CC-BY-4.0).Individuals who experienced discrimination in accessing/using other public services...

Includes the following statistics for the year 2008-2009:

• Enquiries received by ground and area

• Complaints received by ground and area

• Types of employment complaints

• Type of employer

• Outcome of complaints finalised

• Aboriginal and Torres Strait Islander complaints

Researchers are often interested in whether discrimination on the basis of racial cues persists above and beyond discrimination on the basis of non-racial attributes that decision-makers — e.g., employers, legislators, etc. — infer from such cues. We show that existing audit experiments may be unable to parse these explanations because of an asymmetry in when decision-makers are exposed to cues of race and additional signals intended to rule out discrimination due to other attributes. For example, email audit experiments typically cue race via the name in the email address, at which point legislators can choose to open the email, but cue other attributes in the body of the email, which decision-makers can be exposed to only after opening the email. We derive the bias resulting from this asymmetry and then propose two distinct solutions for email audit experiments. The first exposes decision-makers to all cues before the decision to open. The second crafts the email to ensure no discrimination in opening and then exposes decision-makers to all cues in the body of the email after opening. This second solution works without measures of opening, but can be improved when researchers do measure opening, even if with error.

We develop an empirical Bayes ranking procedure that assigns ordinal grades to noisy measurements, balancing the information content of the assigned grades against the expected frequency of ranking errors. Applying the method to a massive correspondence experiment, we grade the race and gender contact gaps of 97 U.S. employers, the identities of which we disclose for the first time. The grades are presented alongside measures of uncertainty about each firm's contact gap in an accessible report card that is easily adaptable to other settings where ranks and levels are of simultaneous interest.

Includes the following statistics for the year 2005-2006:

• Enquiries by area

• Enquiries by ground

• Complaints received by ground and area

• Types of employment complaints

• Type of employer

• Outcome of complaints finalised

• Aboriginal and Torres Strait Islander complaints

Report on bullying, harassment and discrimination by school for July 1, 2020 through December 31, 2020. There are two additional file attached which breaks down the statistics by administrative district and data dictionary.

Persons who Experienced discrimination in past two years

Racial discrimination persists despite established anti-discrimination laws. A common government strategy to deter discrimination is to publicize the law and communicate potential penalties for violations. We study this strategy by coupling an audit experiment with a randomized intervention involving nearly 700 landlords in New York City and report the first causal estimates of the effect on rental discrimination against Blacks and Hispanics of a targeted government messaging campaign. We uncover discrimination levels higher than prior estimates indicate, especially against Hispanics, who are approximately six percentage points less likely to receive callbacks and offers than whites. We find suggestive evidence that government messaging can reduce discrimination against Hispanics, but not against Blacks. The findings confirm discrimination's persistence and suggest that government messaging can address it in some settings, but more work is needed to understand the conditions under which such appeals are most effective.