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.

A curated dataset of 2025 statistics concerning employment discrimination charges, workplace retaliation claims, and wage & hour violations filed with the EEOC and corresponding state agencies for the Miami and Minneapolis metropolitan areas.

EQA13 - 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 2021 survey in China, ** percent of respondents stated that they had been discriminated against at work in some way. Age discrimination was the most commonly reported type, with ** percent of respondents stating they had experienced it.

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

Persons aged 18 years and over who have experienced discrimination (%) by Focus of Workplace Discrimination and Quarter

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Directory of training providers to prevent workplace discrimination and sexual harassment

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...

The statistic displays the most common forms of discrimination against women in the workplace in 2017 in Italy. According to ** percent of male respondents, women were discriminated in the workplace in their right to have children.

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.

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

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...

Despite the growing ethnic diversity among healthcare staff, research consistently highlights the high prevalence of racism experienced by ethnic minority healthcare professionals. This review aims to understand forms of racism encountered by healthcare professionals and evaluate the effectiveness of support mechanisms in addressing these challenges. The systematic review was conducted following the PRISMA guidelines and registered on PROSPERO (CRD42024512888). Peer-reviewed qualitative studies focused on ethnic minority healthcare professionals in clinical settings who reported experiencing racism were searched across databases (Medline, Embase, PsycINFO, Scopus, Google Scholar). Studies from 2000 to 2024 were included, and results were thematically synthesized. Twenty-one studies were included in the review. Thematic synthesis revealed six key themes: (1) the spectrum of racism in healthcare, (2) systemic inequalities and lack of career opportunities, (3) experiences of exclusion and alienation, (4) endurance and silence, along with their consequences, (5) insufficient formal resources and the need for structural support, and (6) coping strategies and resilience among healthcare professionals. The findings underscore the prevalent nature of racism in healthcare settings and insufficient formal support available for ethnic minority professionals. There is an urgent need for healthcare organizations to implement anti-racism policies, improve training, and create inclusive environments.

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.

The WORLD Workplace Gender Discrimination Laws 2024 dataset was created to assess progress on laws prohibiting discrimination in all aspects of work through a systematic review of labor and equality legislation across all 193 UN countries as of January 2024. The dataset covers discrimination in hiring, promotions and/or demotions, employer-provided training, pay, and terminations, as well as provisions to support effective implementation, such as by prohibiting indirect discrimination, requiring employers to take steps to prevent discrimination, and prohibiting all forms of retaliation for reporting discrimination or participating in investigations. Prohibitions of discrimination are assessed across race and/or ethnicity, gender and sex, disability status, religion, political affiliation, social class, age, migrant status, foreign national origin, marital status, pregnancy, care responsibilities, sexual orientation, gender identity, gender expression, and sex characteristics. Currently, only data related to gender discrimination is available online. For other characteristics, see WORLD's 2023 dataset and check back here for future updates. A public use legislative repository is also included providing the legal documents used to code each country. The WORLD Policy Analysis Center (WORLD) is committed to improving the quantity and quality of globally comparative data available to policymakers, citizens, civil society, and researchers on laws and policies that work to support human rights, including economic opportunity, social and civic engagement, human health, development, well-being, and equity.

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.

In 2021, approximately ** percent of risk managers globally saw work place issues, such as discrimination and #MeToo, as significant risks to their organizations, whereas only ** percent of senior managers and executives surveyed said the same. Considering all of the respondents, a much larger share stated thinking it was not at all significant, or somewhat significant.

The GIST Impact DEI data offers a glimpse into the gender pay gap trends at top European companies and delves deeper into how these pay disparities materialize at different levels of the hierarchy.

By analysing labour force participation and pay gap data, we provide a picture of how well these businesses are performing in terms of Diversity, Equity, and Inclusion (DEI). The analysis also serves as a benchmark to help gauge corporate progress on DEI commitments, particularly related to gender diversity.

GIST Impact’s analysis delivers meaningful quantitative data insights concerning women's workforce participation and career progression, drawing upon publicly available and secondary data sources. This method provides a more nuanced depiction of the impact of gender-inclusive policies and practices than simply presenting gender equality scores based on qualitative data.

Our workplace diversity Data analysis also gives context to theoretical frameworks such as the "glass ceiling" effect that underscores the discrimination faced by women in the workplace. The glass ceiling effect can have a significant impact on an individual's professional development, and addressing it requires proactive efforts to promote diversity, equity, and inclusion in the workplace.

GIST Impact's DEI data can be used to: - Measure diversity and gender pay gap of companies and portfolios - Benchmark companies within their sector - Benchmark a portfolio against indices - Screen companies for risk and opportunity - Integrate sustainability into portfolio decision-making

People with disabilities experience concerning rates of ableism and are significantly under-represented within healthcare education and professions. Focusing on healthcare professions is important for enhancing the diversity and inclusion of equity-deserving groups within the workforce. The objective of this review was to explore the experiences and impact of workplace discrimination and ableism among healthcare providers and trainees with disabilities. Systematic searches of seven databases from 2000 to January 2022 were conducted. Five reviewers independently applied the inclusion criteria, extracted the data and rated the study quality. 48 studies met our inclusion criteria, representing 13,815 participants across six countries over a 21-year period. The findings highlighted rates and types of workplace ableism, which occurred at the institutional (i.e., inaccessible environments, physical barriers and unsupportive work environments) and individual level (i.e., negative attitudes, bullying, harassment). The impact of ableism on healthcare providers included difficulty disclosing due to fear of stigma, and effects on well-being and career development. Our findings revealed a critical need for more research on the experiences of ableism amongst healthcare providers and the impact it has on their well-being. Further efforts should explore mechanisms for including and welcoming people with disabilities in healthcare professions.Implications for rehabilitationWorkplace ableism is prevalent in health care professions and could be discouraging people with disabilities from entering or completing health care education and training, leading to an under-representation of this equity-deserving group within health care.More efforts are needed to recruit, retain and support people with disabilities in the health care workforce.Health care providers who have a disability often experience workplace discrimination and inaccessible physical environments which can impact their health and well-being.Managers, senior leadership and health care organizations should advocate for improved social inclusion of employees with disabilities. Workplace ableism is prevalent in health care professions and could be discouraging people with disabilities from entering or completing health care education and training, leading to an under-representation of this equity-deserving group within health care. More efforts are needed to recruit, retain and support people with disabilities in the health care workforce. Health care providers who have a disability often experience workplace discrimination and inaccessible physical environments which can impact their health and well-being. Managers, senior leadership and health care organizations should advocate for improved social inclusion of employees with disabilities.

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