More than two in five UK workers , or 45%, say they have experienced workplace discrimination, with age, appearance and gender among the most common reasons, according to new research.
A survey of 4,000 UK adults, commissioned by HR software provider Ciphr, found that nearly two-fifths (38%) reported discrimination while at work, while a similar proportion (39%) believe they were rejected for a job due to bias during the hiring process.
The findings suggest that discrimination is particularly prevalent for younger workers and people from ethnic minorities (excluding white minorities), raising concerns about workplace inclusivity and equal opportunities.
Ethnic minorities and younger workers most affected
Discrimination appears to be more widespread among younger employees. Two in three (65%) of those aged 18 to 34 say they have faced unfair treatment in the workplace or during recruitment, compared to 45% of those aged 35 to 54 and just 31% of those over 55.
People from Black, Black British, Caribbean or African backgrounds report the highest levels of discrimination at work or during hiring, with 76% saying they have experienced bias, followed by 65% of respondents from Asian or Asian British backgrounds.
The study highlights age discrimination as the most frequently reported form of workplace bias, affecting one in five (19%) UK workers. It’s particularly prevalent in recruitment, with 17% of men and 14% of women saying they have been treated unfairly due to their age when applying for jobs.
Other commonly reported forms of discrimination include:
- Age discrimination: 19%
- Appearance discrimination: 13%
- Gender discrimination: 12%
- Parenting/carer discrimination: 11%
- Another type of discrimination: 10%
- Race or ethnicity discrimination: 9.3%
- Accent discrimination: 8.8%
- Disability discrimination: 8.2%
- Religion or belief discrimination: 6.1%
- Sexual orientation discrimination: 5.8%
- Non-parent discrimination: 5.3%
- Criminal record discrimination (during recruitment): 2.8%
Women were twice as likely as men to report gender discrimination in hiring, with 10% of women saying they had lost out on a job due to their sex or gender, compared to 5.2% of men. This figure rises sharply for non-binary individuals, with over a quarter (27%) saying they had faced gender bias during recruitment.
Discrimination ‘widespread across industries’
The research also highlights which industries have the highest levels of workplace discrimination. Workers in hospitality and events management (75%), business, consulting and management (66%) and the media (62%) reported the highest rates of discrimination.
Notably, over half (53%) of HR and recruitment professionals — who are typically responsible for promoting diversity and inclusion — say they have faced discrimination themselves.
Ciphr chief people and operations officer Claire Williams emphasised the impact of workplace discrimination on employees’ wellbeing and career progression.
“Any form of discrimination, harassment, bullying, intimidation and intolerance in the workplace is unacceptable and can have a huge negative impact on people’s lives,” she said.
“It can take a considerable toll on their mental and physical health, and their self-esteem and be incredibly stressful to cope with. It can also derail careers, with unfair dismissals or people not being given equal opportunities to progress and be paid fairly.”
Williams said the survey results were a “stark reminder that there’s still much work to be done to tackle ageism, racism, sexism, ableism, religious bigotry and the many other harmful types of discrimination experienced in UK workplaces, and around the world, today”.
Ann Allcock, head of diversity at Ciphr, called for stronger commitments to diversity, equity, inclusion and belonging (DEIB).
“Employers simply can’t afford to continue taking the hit from the negative consequences of discrimination, in terms of impact on employee engagement, productivity and wasted talent,” she said. “They need to fully use their people data and focus their efforts on tailored actions and training to both prevent discrimination and address it robustly where it does occur.”
Allcock added that the “ever-present reality of discrimination surfaced by Ciphr’s survey also draws attention to the risks — legal challenges, missed talent opportunities and exclusionary workplaces — of any rowing back on DEIB.”#
She said it was “not about ‘woke’. What’s needed is a recommitment to what diversity, equity and inclusion stands for – valuing difference, fairness and belonging: principles that are hard for anyone to argue against”.
To address these issues, say workplace experts, employers should:
- Provide diversity training to educate staff and leaders on discrimination, bias, and inclusion.
- Monitor workforce diversity to identify potential disparities in recruitment and promotions.
- Introduce clear anti-discrimination policies and ensure employees know how to report concerns.
- Foster a culture of accountability by setting expectations around acceptable workplace behaviour.
