Discrimination in the workplace is more commonplace than we like to admit. When we surveyed 1,000 UK workers, 59% of respondents said that they’ve experienced some kind of workplace discrimination.
Here we break down those findings by age group, gender, and location. We also offer ways employers and employees can combat discrimination in the workplace.
Age discrimination is the most common form of workplace discrimination
Our Future of Work Survey found that age discrimination is the most widely reported type of prejudice, affecting 32% of UK workers.
- 23% reportedly experience it ‘sometimes’, while 9% experience it ‘frequently’
- 22% described the discrimination as ‘minor’, while 10% called it ‘severe’
By generation, age discrimination affects the youngest and oldest generations of workers to the greatest extent, most frequently affecting Gen Z respondents, 45% of whom report being a victim of ageism at work, followed by 35% of Baby Boomers.
Experiencing age discrimination was less common for Millennials (32%) and Gen X (30%).
These results suggest that younger workers may be seen as too inexperienced or unprofessional by their older colleagues, while older workers may face stereotypes about their skills and use of technology.
Discrimination based on physical appearance affects young people more
Discrimination based on physical appearance was the second most reported form of prejudice with 29% of UK workers saying they’ve experienced it.
- 23% reportedly experience it ‘sometimes’, while 8% experience it ‘frequently’
- 20% characterised it as ‘minor’ and 9% called it ‘severe’
- 32% of men and 27% of women report appearance-based discrimination
45% of Gen Z respondents say they’ve been discriminated against because of their physical appearance, with older generations reporting successively lower incidences of such discrimination:
- 34% of Millennials
- 22% of Gen X
- 17% of Baby Boomers
Physical appearance includes hairstyle, manner of dress, and tattoos/piercings, in addition to standards of beauty or other physical characteristics.
A slow trend away from formal workplace dress codes, which younger people are likely to support, may account for some of this generational difference in reported discrimination.
30% of women report experiencing gender discrimination
Workplace discrimination based on gender affects women more than men, with 30% of women stating they experience gender discrimination, compared to 25% of men.
Here’s how men and women responded to how frequently and seriously they experience gender discrimination at work:
- Sometimes: 23% of women, 13% of men
- Frequently: 7% of women, 12% of men
- Minor: 21% of women, 16% of men
- Severe: 9% of women, 9% of men
Reports of gender discrimination were most common among Gen Z workers at 44%, followed by Millennials (34%), Gen X (22%), and Baby Boomers (17%).
Gender discrimination was most commonly reported in London at 36%, and was reported the least among workers in Scotland (16%), with all other regions in line with the UK average of 27%.
The data shows that gender discrimination varies most by generation, though there’s a significant geographic variation between London and Scotland as well.
Discrimination on background and identity
One in four UK workers (25%) have faced discrimination at work based on their socioeconomic background and 25% have also faced prejudice because of their accent or language proficiency.
Our findings further revealed the percentage of workers experiencing workplace discrimination on the basis of the following personal characteristics or beliefs:
- Educational background: 24%
- Political beliefs: 22%
- Race and ethnicity: 21%
- Sexuality: 21%
- Religion and belief system: 19%
Men report higher rates of all forms of discrimination than women, with the exception of sexism.
The largest gender divide is in educational background with 29% of men saying they face discrimination compared to 20% of women. This finding is followed by political beliefs with 27% of men saying they face discrimination, compared to 19% of women.
Gen Z reports higher rates of every kind of discrimination with each older generation reporting lower levels of discrimination, with the exception of ageism.
After gender discrimination, the largest generational gap was found in educational background with 41% of Gen Z reporting being discriminated against because of their education level, compared to 14% of Baby Boomers. This gap is followed by religious discrimination, with 38% of Gen Z reporting such experiences, compared to 12% of Baby Boomers.
Finally, in terms of geographical divide, Scotland reports the lowest levels of all types of discrimination, except for accent and language proficiency (25%), while London reports the highest.
The biggest regional divide is in discrimination based on race and ethnicity with 36% of Londoners reporting that they’ve experienced racism in the workplace, compared to 15% of Scots, likely a reflection of London’s diversity.
How to combat workplace discrimination
For yourself
In the UK, workplace discrimination is governed by the Equality Act 2010, which protects employees from unfair treatment based on protected characteristics. If you experience discrimination, start by documenting specific incidents in detail, including dates, times, and any potential witnesses.
This evidence can be crucial if you need to raise a formal grievance or contact ACAS (Advisory, Conciliation and Arbitration Service).
Consult your company’s HR department or review your employee handbook to understand the internal complaint procedures. If internal resolution fails, you can seek advice from ACAS, which offers free and impartial guidance on workplace disputes.
In some cases, you might consider seeking legal advice from an employment solicitor specialising in discrimination cases.
For colleagues
Supporting colleagues experiencing discrimination is vital in creating a fair workplace. Familiarise yourself with the Equality Act 2010 and your organisation’s equality and diversity policies.
If a colleague shares an experience of discrimination, listen supportively and offer to help them document the incident or accompany them to meetings with HR.
If you’ve observed discriminatory behaviour, be prepared to provide witness statements. Many UK organisations have employee networks or trade unions that can provide additional support and guidance in addressing workplace discrimination.
As a supervisor, hiring manager, or company owner
UK employers have a legal obligation to prevent discrimination under the Equality Act 2010. Here’s how they can combat workplace discrimination:
- Develop comprehensive equality, diversity, and inclusion policies that go beyond mere compliance. Conduct regular training sessions that help employees understand protected characteristics and unconscious bias.
- Establish clear reporting mechanisms for discrimination complaints, ensuring confidentiality and protection from retaliation.
Employers should also stay informed with resources from the Equality and Human Rights Commission (EHRC) and participate in workplace diversity initiatives. Regularly reviewing their policies and practices can help create a more inclusive work environment that benefits all employees.
Methodology
The survey was launched on December 1, 2024, and targeted a sample of 1,000 participants. To qualify for the survey, respondents were required to be currently employed as junior or senior staff members, managers, or executives at a company. The survey ensured a balanced representation across various demographics, including gender and age groups, to accurately reflect the diversity of the UK working population.
The data was analysed using both the results provided by Pollfish and the outputted raw data in Google Sheets via programs created with Python Pandas.
To minimise bias, Pollfish uses Random Device Engagement (RDE) to ensure a fair and organic selection process. For further details on Pollfish’s methodology, please visit their website or contact ethan@cvgenius.com.
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