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.

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.

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.

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.

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 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.

EQA14 - 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 on discrimination in the workplace in Singapore, 4.6 percent of respondents stated that they felt discriminated against because of their age. Employees who faced age-based discrimination were mostly in their 40s and above. Age-based discrimination was commonly focused on career development, salary, and promotion.

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...

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.

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.

2020 data excluded because the U.S. Census Bureau did not release 2020 ACS 1-year estimates due to COVID-19. Some racial and ethnic categories are suppressed to avoid misleading estimates when the relative standard error exceeds 30%.

Data Source: American Community Survey (ACS) 1-Year Estimates

Why This Matters

According to the U.S. Bureau of Labor Statistics, the labor force participation rate is an important measure of the health of the labor market, which represents the relative amount of labor resources available for the production of goods and services.

Changes in overall labor force participation reflect demographic, policy, and employer changes, whereas gaps in labor force participation between different segments of the working-age population reveal barriers to participation.

Black, Indigenous, and people of color participate in the labor market at lower rates than white people. These inequities reflect policies and practices, such as employment discrimination, racial segregation, and mass incarceration, among other factors.

The District's Response

Investing in targeted programs that provide pathways to higher wages and jobs, such as the Advanced Technical Centers (ATC), the DC Infrastructure Academy, and Career MAP, which aim to tackle the systemic barriers that keep people out of the labor force.

Administering federal and local safety net programs such as TANF For District Families, SNAP, unemployment insurance, and Medicaid that provide temporary cash and health benefits to address economic hardship.

Partners with the Department of Employment Services in building youth from the ground up through its various programs and services, including mentorship, counseling justice system services, job training development, and employment.

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.

EQA11 - 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...

In 2002, President George W. Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation Act, Public Law 107-174, Title I, General Provisions, Section 101(1), requires each federal agency to provide written notification of the rights and protections available to federal employees, former federal employees and applicants for federal employment under federal antidiscrimination and whistleblower laws listed in the No FEAR Act. The No FEAR Act increases the accountability of federal departments and agencies for acts of discrimination or reprisal against employees.rnrnThe No FEAR Act requires that federal agencies be accountable for violations of anti-discrimination and whistleblower protection laws. To comply with Title III of the No FEAR Act, FEMA must, among other requirements, post a summary of the statistical data relating to the Equal Employment Opportunity complaints filed with the agency. This data is updated on this website quarterly.rnrnFor further information regarding the No FEAR Act regulations, refer to 5 CFR Part 724, as well as the DHS Office for Civil Rights and Civil Liberties. Additional information regarding federal antidiscrimination, whistleblower protection and retaliation laws can be found at www.eeoc.gov and www.osc.gov.

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

Includes records such as:rn- intake sheetrn- summary reportrn- notes rn- supporting documentationrn- correspondencernrnInformal process - Records of cases that do not result in an EEO complaint, and cases resulting in a complaint but resolved prior to the formal process stage.rnrnFormal process - Records at originating agency generated in response to formal complaints resolved within the agency, by the Equal Employment Opportunity Commission, or by a U.S. Court. Includes records gathered in the preliminary informal process, complaints, exhibits, withdrawal notices, copies of decisions, and records of hearings and meetings.

ACS 1-year estimates are based on data collected over one calendar year, offering more current information but with a higher margin of error. ACS 5-year estimates combine five years of data, providing more reliable information but less current. Both are based on probability samples. Some racial and ethnic categories are suppressed to avoid misleading estimates when the relative standard error exceeds 30%.

Data Source: American Community Survey (ACS) 1- & 5-Year Estimates

Why This Matters

According to the U.S. Bureau of Labor Statistics, the labor force participation rate is an important measure of the health of the labor market, which represents the relative amount of labor resources available for the production of goods and services.

Changes in overall labor force participation reflect demographic, policy, and employer changes, whereas gaps in labor force participation between different segments of the working-age population reveal barriers to participation.

Black, Indigenous, and people of color participate in the labor market at lower rates than white people. These inequities reflect policies and practices, such as employment discrimination, racial segregation, and mass incarceration, among other factors.

The District's Response

Investing in targeted programs that provide pathways to higher wages and jobs, such as the Advanced Technical Centers (ATC), the DC Infrastructure Academy, and Career MAP, which aim to tackle the systemic barriers that keep people out of the labor force.

Administering federal and local safety net programs such as TANF For District Families, SNAP, unemployment insurance, and Medicaid that provide temporary cash and health benefits to address economic hardship.

Partners with the Department of Employment Services in building youth from the ground up through its various programs and services, including mentorship, counseling justice system services, job training development, and employment.

According to a survey about Chinese career women conducted in 2025, about **** percent of female respondents said they had experienced gender discrimination at work, whereas only **** percent of male respondents had similar experience. Similarly, more women than men felt that age was affecting their career prospects.

This dataset contains information on discrimination complaint cases processed by a local agency, the Iowa Civil Rights Commission or the Equal Employment Opportunity Commission (EEOC) in Iowa. Data includes type of closure, dates when case was opened and closed, and basis of complaints received.