Nearly half of UK adults have experienced workplace discrimination

A new survey has revealed that nearly half of UK workers have faced unfair discrimination either in the workplace or while job hunting.

According to the report, Gen Z and younger Millennials are the age groups most likely to recognise and call out this type of unfair treatment.

The Ciphr study surveyed 4,000 adults across the UK and revealed the different types of discrimination reported:

• Age (cited by 19% of respondents)
• Appearance (13%)
• Gender (12%)
• Parenting/carer (11%)
• Another type of discrimination (10%)
• Race/ethnicity (9.3%)
• Accent (8.8%)
• Disability (8.2%)
• Religion/belief (6.1%)
• Sexual orientation (5.8%)
• Non-parent (5.3%)
• Criminal record – during recruitment (2.8%)

Claire Williams, chief people and operations officer at Ciphr, said, “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. 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.

“The results from Ciphr’s survey are a stark reminder that there’s still much work to be done to tackle ageism, racism, sexism, ableism, homophobia, religious bigotry, and the many other harmful types of discrimination experienced in UK workplaces, and around the world, today.”

Ciphr’s head of diversity, Ann Allcock, added, “In the context of current global conversations about, and shifts in commitment to DEIB in some quarters, Ciphr’s findings shine a timely light on the continuing reality of discrimination and underline why we need to double down on our efforts to fully understand what drives that discrimination, and exactly what form it takes. And make it a priority to eliminate it.

“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. 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.

“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. It’s 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.”

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