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.

This statistic illustrates the opinion of the French regarding the reasons why they have been discriminated against during their job search in 2013. Nearly 30 percent of those surveyed felt that they had been discriminated against during the hiring process because of their physical appearance.

In a survey of 2019, 39 percent of respondents in Italy believed that the candidate's age was a discrimination factor when searching for a job. More specifically, interviewees indicated the aspect of age as a disadvantage when a company had the choice between two candidates with equal skills and qualifications. Subsequently, the candidate's look, such as the manners of dress or the presentation, was the second most widespread discrimination type according to 37 percent of respondents. Furthermore, the third most common discrimination in job search in Italy was related to being Roma. In particular, 36 percent of respondents thought that belonging to this ethnic minority was a disadvantage for candidates.

The data and code accompanying the article "Knowledge About Federal Employment Non-Discrimination Protections on the Basis of Sexual Orientation" can be found in this depository. In this paper, using a US nationally representative online sample, we measure the level of knowledge on employment non-discrimination laws. Although Americans are well informed about sex, race, or disability being protected characteristics, only about 71 percent think that sexual orientation is a protected characteristic. Sexual minorities are as uninformed as heterosexual individuals that sexual orientation is legally protected from employment discrimination. Furthermore, sexual minorities living in states that did not previously have statewide employment non-discrimination protections prior to the 2020 Supreme Court ruling in Bostock v. Clayton County are less likely to think sexual orientation is a protected characteristic.

According to a 2021 survey in China, 55 percent of respondents stated that they had been discriminated against at work in some way. Age discrimination was the most commonly reported type, with 29 percent of respondents stating they had experienced it.

The published Stata syntax file (do-file) and dataset can be used to replicate the results reported in the cited article. The dataset only contains the variables of the questionnaire that are necessary for replicating and testing the results of the article. For example, the variables on professional activity, the number of employees of the employer, the proportion of women in the company the number of persons for whom the participant has personnel responsibility are not included in the dataset.

Journal Abstract: Using deepfaked job application videos as a novel experimental treatment, this study analyses the effects of physical attractiveness for men and women on their hypothetical hiring chances. Based on status construction theory, we argue that whether gendered expectations through physical attractiveness translate into better hiring chances depends on the social context. To test this theoretical claim, we conducted a 2 x 2 x 2 factorial survey experiment among respondents with personnel responsibilities (N=493). Using deep-learning techniques, we swap the faces of fictitious male and female candidates in application videos, thus varying gender and physical attractiveness while holding everything else constant. Additionally, we manipulate the occupational context with job advertisements for a male-typed and a female-typed job. Results show that attractive applicants score higher in competence ratings and are more likely to be invited for a job interview than less attractive candidates. However, only men consistently profit from their looks, while women benefit from a beauty premium in the female-typed, but not in the male-typed job. These results strongly support the idea that attractiveness works as a status characteristic, triggers gendered expectations, and leads to beauty-based treatment differences. This study suggests that the use of deepfakes is a promising avenue to move inequality research forward.

EQA17 - 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...

This study examined employers' policies and practices for hiring entry-level workers in the Milwaukee metropolitan area. The study consisted of telephone interviews conducted in the spring of 2002 with 177 employers who had advertised entry-level openings in the prior six months. The survey included questions about the company, such as size, industry, employee turnover, and racial composition, questions about hiring procedures, questions about the last worker hired for a position not requiring a college degree, and questions about the employer's attitude toward various kinds of marginalized workers. An emphasis in the survey was placed on assessing employers' attitudes about and experience with applicants with criminal histories.

Directory of training providers to prevent workplace discrimination and sexual harassment

US: 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. US: Law Mandates Nondiscrimination Based on Gender in Hiring: 1=Yes; 0=No data is updated yearly, averaging 1.000 NA from Sep 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. US: 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 USA – Table US.World Bank: 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.; ;

Previous research has shown that people care less about men than about women who are left behind. We show that this finding extends to the domain of labor market discrimination: In identical scenarios, people judge discrimination against women more morally bad than discrimination against men. This result holds in a representative sample of the US population and in a larger but not representative sample of Amazon Mechanical Turk (Mturk) respondents. We test if this gender gap is driven by statistical fairness discrimination, a process in which people use the gender of the victim to draw inferences about other characteristics which matter for their fairness judgments. We test this explanation with a survey experiment in which we explicitly hold information about the victim of discrimination constant. Our results provide only mixed support for the statistical fairness discrimination explanation. In our representative sample, we see no meaningful or significant effect of the information treatments. By contrast, in our Mturk sample, we see that providing additional information partly reduces the effect of the victim’s gender on judgment of the discriminator. While people may engage in statistical fairness discrimination, this process is unlikely to be an exhaustive explanation for why discrimination against women is judged as worse.

This data contains the collected information of the survey experiment that was carried out within the DISCEFRN project (see metadata section Funding Information). Within DISCEFRN, we combined web-scraped job vacancy data of the Norwegian labour market with a factorial survey experiment that exploits real-world variation in CEFR requirements within these ads (n vignette ratings= 10,495; n employers= 1,527) to examine whether fictitious applicants with a refugee background face less language-based discrimination on the individual level among employers who use standardized language requirements in their (real-world) ads compared to those that don’t. We thereby varied different applicant characteristics related to ethnic origin and to formal (CEFR certificate) and informal language indicators (e.g. spelling, argumentation, professional reference on unobservable relational skills) within vignettes and collected information on job-, firm- and employer characteristics (most notably attitudes towards different refugee groups) with standard survey items. This allowed us to assess whether CEFR requirements are primarily mitigating biased applicant evaluations that are related to language-based statistical/error discrimination (less relevance of informal language indicators), related to discrimination tastes (less relevance of group-related attitudes), or both. This dataset contains all information on the survey experiment. It is a stand-alone dataset and contains all relevant data to re-produce associated publications (See metadata field on Publications) or be reused for other research interests. Yet, it can still be linked to additional DISCEFRN datasets, i.e. the web-scraped data set, that also holds information on those employers that did not participate in the survey experiment (https://doi.org/10.18710/K6WA0V).

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...

As of 2020, 81 countries worldwide had constitutional protection against discrimination based on sexual orientation in employment. In Europe, for instance, 84 percent of the countries had such laws, while in North America, both Canada and the United States had constitutional protection against discrimination based on sexual orientation in employment.

Since 1983, over 70 employment audit experiments, carried out in more than 26 countries across five continents have randomized the gender of fictitious applicants to measure the extent of hiring discrimination on the basis of gender. The results are mixed: some studies find discrimination against men and others discrimination against women. We reconcile these heterogeneous findings through a ``meta-reanalysis'' of the average effects of being described as a woman (versus a man), conditional on occupation. We find a strongly positive gender gradient. In (relatively better paying) occupations dominated by men, the effect of being a woman is negative while in the (relatively lower paying) occupations dominated by women, the effect is positive. In this way, heterogeneous employment discrimination on the basis of gender preserves status quo gender distributions and earnings gaps. These patterns hold among both minority and majority status applicants.

Online factorial vignette survey targeting employers or recruiters in three countries (Austria, Germany, Sweden).

The aim of this study was to explore whether employers discriminate against refugee applicants and if yes, to assess which refugee characteristics may trigger (more) discrimination.

Collected in 2019 by a team of researchers of the University of Lausanne and financed by the Swiss National Science Foundation - Nccr on the move.

One csv data file, Codebook and metadata along DDI standard.

Grenada GD: 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. Grenada GD: Law Mandates Nondiscrimination Based on Gender in Hiring: 1=Yes; 0=No data is updated yearly, averaging 1.000 NA from Dec 2015 (Median) to 2017, with 2 observations. The data reached an all-time high of 1.000 NA in 2017 and a record low of 1.000 NA in 2017. Grenada GD: 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 Grenada – Table GD.World Bank: 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.; ;

Turkey TR: 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. Turkey TR: Law Mandates Nondiscrimination Based on Gender in Hiring: 1=Yes; 0=No data is updated yearly, averaging 0.000 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 0.000 NA in 2013. Turkey TR: 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 Turkey – Table TR.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.; ;

Wozniak, Abigail, (2015) "Discrimination and the Effects of Drug Testing on Black Employment." Review of Economics and Statistics 97:3, 548-566.

Replication material and supplementary material for Ethnic discrimination in hiring decisions: a meta-analysis of correspondence tests 1990–2015