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.

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.

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...

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

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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.

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...

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.

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.

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...

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.

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 44 percent of risk managers globally saw work place issues, such as discrimination and #MeToo, as significant risks to their organizations, whereas only 18 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.

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.

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...

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.

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.

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.