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 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.

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.

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...

EQA10 - 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 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 ** percent of male founders also reported feeling this way. Additionally, **** 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, ** percent of male founders reported having experienced an investor stealing their idea, while only ** percent of female founders reported having experienced this.

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...

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.

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.

Data Series: Whether or not ratified ILO convention 111 on discrimination in employment and occupation Indicator: QI.1 - Extent of country commitment to gender equality in employment Source year: 2023 This dataset is part of the Minimum Gender Dataset compiled by the United Nations Statistics Division. Domain: Economic structures, participation in productive activities and access to resources

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.

The graph displays the impact of workplace discrimination on the work of LGBT respondents In China as of April 2013. Approximately 45 percent of LGBT respondents have had to make efforts to hide their sexual orientation.

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.

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

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.

Includes the following statistics for the year 2006-2007: Enquiries by ground Enquiries by area Complaints received by ground and area Type of employer Types of employment complaints Outcome …Show full descriptionIncludes the following statistics for the year 2006-2007: Enquiries by ground Enquiries by area Complaints received by ground and area Type of employer Types of employment complaints Outcome of finalised complaints Aboriginal and Torres Strait Islander complaints

Economically Active Population Survey: Employed persons between 16 and 74 years of age, who feel discriminated against in their current job, according to the main reason for such discrimination, by sex and age group. National.

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.

The annual survey studied employee opinion on the quality of working life in Finland. Main themes included organisation of work, development opportunities and flexibility, learning and training at work, wages, workplace bullying, capacity to work, and changes in working life. Questions in the barometer have mainly remained the same each year. The 2020 collection round included new questions regarding the COVID-19 pandemic. First, the respondents were asked about the number of people employed at their workplace, changes in the number of staff, distribution of work and tasks, and implementation of new working methods and systems over the past 12 months. Satisfaction in the working environment was charted with questions about openness, encouragement and equality in the workplace, job stability, and opportunities for employees to develop and apply new ideas. Further questions covered measures taken to improve employees' capacity to work, safety of work environment, and skills of employees. Discrimination at work based on ethnic group, age, gender, type of job contract, and health status was explored. Incidents of bullying, harassment and violence at work were surveyed. The next set of questions investigated the respondents' membership in a trade union or professional association, flexible working time arrangements at the workplace, pay and bonus systems, and satisfaction with the pay level. The respondents' participation in job-related training and the contents of the training (e.g. IT, leadership skills, communication skills) were surveyed. The development of the workplace was also investigated. The use of virtual workspaces and social media services such as Facebook, Twitter and blogs as part of work tasks was charted. Autonomy at work was surveyed by asking about influence over own work tasks and working pace, over the distribution of work in the workplace, and about working to a tight schedule. The respondents were asked about work-related calls, emails and messages they had had to attend to outside their official working hours in the past 12 months. The impact of the COVID-19 pandemic on working conditions was investigated with questions on whether the respondents had worked remotely before the COVID-19 pandemic, whether they had started to work remotely because of the pandemic, whether they now had to do more remote work than before the pandemic, and how satisfied they had been with remote work during the pandemic. One set of questions investigated the employees' perceived workload, capacity to work, estimates of own mental and physical capacity to work, and sickness absences. Additionally, the respondents' experiences of stress, mental exhaustion, and excitement related to work were surveyed. The respondents were asked whether they had been temporarily laid off due to the COVID-19 pandemic, whether their working hours had been reduced because of the pandemic, and how the pandemic had impacted their workload. The respondents were asked how likely they thought it was that they would be dismissed or temporarily laid off, or that their tasks would change over the next year. Finally, views were probed on the respondents' likelihood of getting an equal job if they became unemployed, on the general employment situation in Finland, possible changes in working life in general, and the employer's financial situation. Background variables included, among others, the respondent's year of birth, age, gender, status in employment, employer type, industry of employment, type of contract, weekly working hours, overtime, and socioeconomic status.