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.

According to a survey on racial and religious harmony in Singapore, 62.8 percent of Chinese respondents stated that they had never felt discriminated against in the workplace or at work. By comparison, 40.4 percent of Malay respondents stated that they never felt discriminated against at work.

Singapore is a multi-ethnic and multi-religious society, with citizens categorized into four main ethnic groups, known as CMIO: Chinese, Malay, Indian, and Others. Those categorized under the "Others" include Eurasians, Caucasians, Arabs, and Filipinos, among others. Those from an ethnic Chinese background make up the majority of the population in Singapore.

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...

Directory of training providers to prevent workplace discrimination and sexual harassment

EQA12 - 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...

EQA15 - 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 of LGBTQ+ people in Great Britain, 47 percent agreed somewhat that LGBTQ+ individuals faced discrimination in the workplace due to their sexual orientation, while a further 17 percent strongly agreed they did. Just four percent strongly disagreed, that LGBTQ+ individuals faced discrimination at work for this reason.

EQA16 - 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...

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...

More than one in four of the respondents in a survey had heard a friend or family member make a sexist comment over the past year. Another 20 percent had seen gender discrimination at their workplace.

This statistic shows the results of a survey into harassment and/or discrimination in the workplace in Australia in 2017. During the period examined, 56 percent of workers in non inclusive teams had witnessed harassment.

Table of INEBase Perception of discrimination due to a disability in the company or workplace, by gender and number of disabilities. Population aged 16 and over with a disability currently working. National. Disability, Independence and Dependency Situations Survey

The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, or No FEAR Act, is intended to reduce the incidence of workplace discrimination within the federal government by making agencies and departments more accountable. The No Fear Act governs the process of reimbursements to the Treasury Department's judgment fund by agencies, from their budgets, for judgments against agencies and settlements for discrimination in the workplace. The Act requires Federal agencies to be accountable for violations of antidiscrimination and whistleblower protection laws, in part by requiring that each Federal agency post quarterly on its public Web site, certain statistical data relating to Federal sector equal employment opportunity complaints filed with each agency. This data asset consists of this quarterly data for the U.S. Office of Personnel Management. The reports are organized by fiscal year, or October 1-September 30.

Disability, Independence and Dependency Situations Survey: Perception of discrimination due to a disability in the company or workplace, by gender and disability group. Population aged 16 and over with a disability currently working. National.

Research has shed light on the employment barriers faced by individuals with disabilities, and by racialized people. The challenges faced by people belonging to both marginalized groups are less well-understood. The purpose of this scoping review was to examine existing research on labour market and workplace experiences of racialized people with disabilities, and to identify how ableism and racism intersect to shape employment experiences and outcomes. Seven international databases were searched, covering the period from 2000 to April 2022. Four reviewers independently conducted the screening, and data extraction and analysis were performed on 44 articles that met our inclusion criteria. The findings highlighted rates of workplace ableism and racism (including discrimination allegations and perceived discrimination); types and forms of experiences arising from the intersection of ableism and racism (including unique individual stereotyping and systemic and institutional discrimination); and the role of other demographic variables. The intersection of ableism and racism impacted labour market outcomes, well-being in the workplace, and career/professional advancement. Our review highlights the need for greater in-depth research focusing explicitly on the intersection of ableism and racism (and of other forms of discrimination), to better understand and address the barriers that racialized people with disabilities face in employment.IMPLICATIONS FOR REHABILITATIONThe experiences of racialized people with disabilities have been under explored, and clinicians and rehabilitation specialists should consider incorporating intersectionality into their practices to better understand and serve these populations.Ableism and racism do not operate in isolation, and clinicians and other professionals need to be aware that racialized people with disabilities may face unique challenges and barriers as a result.Service providers should aim to address gaps and inequities in services faced by racialized people with disabilities which may prevent them from finding and/or maintaining meaningful employment. The experiences of racialized people with disabilities have been under explored, and clinicians and rehabilitation specialists should consider incorporating intersectionality into their practices to better understand and serve these populations. Ableism and racism do not operate in isolation, and clinicians and other professionals need to be aware that racialized people with disabilities may face unique challenges and barriers as a result. Service providers should aim to address gaps and inequities in services faced by racialized people with disabilities which may prevent them from finding and/or maintaining meaningful employment.

A survey conducted among journalists in India in 2023, revealed that over 60 percent of women journalists had been discriminated against at work based on their gender identity. In comparison, 80 percent of male journalists had never faced gender-based discrimination in their workplace. Of the overall survey respondents, over 30 percent, including men and women, admitted to having experienced gender discrimination.

This statistic shows the results of a 2013 survey among American men and women regarding discrimination in the workplace because of their gender. 15 percent of female respondents stated they have felt that they were passed over for a promotion or denied an opportunity at work because of their gender.

According to an annual survey conducted in China in the beginning of 2025, around 66 percent of surveyed female professionals said that gender inequality at work persists because of the ongoing childbirth burden for women. Only 23 percent of male respondents agreed with that opinion. However, an equal proportion of men and women thought that gender discrimination at work is caused by educational reasons.

In 2020, more women who were founders in the technology industry experienced at least one instance of gender discrimination in the workplace than men, on average. More than half of female founders in the tech industry felt they have experienced differential treatment while raising funding because of their gender, while only 35 percent of male founders also reported feeling this way. Additionally, nine percent more women than men reported being told at least once that they would be more likely to get funded if they were a man or had a male cofounder. However, 40 percent of male founders reported having experienced an investor stealing their idea, while only 16 percent of female founders reported having experienced this.

The Department for Business, Innovation and Skills (BIS) and the Equality and Human Rights Commission (EHRC) commissioned a programme of research to investigate the prevalence and nature of negative experiences and possible discrimination and disadvantage in the workplace among pregnant women at work and new mothers on their return to work. It also explores employer attitudes, approaches and challenges in managing pregnancy and maternity in the workplace.

The results are based on survey interviews with 3,254 mothers and 60 follow-up in-depth interviews mothers, as well as 3,034 survey interviews with employers and 49 follow-up in-depth interviews with employers. The research covers the experiences of mothers working while pregnant, on maternity leave and returning to work as the mother of a young baby, and the experiences and views of employers regarding managing employees while pregnant, on maternity leave and returning from maternity leave.