Nearly half of UK adults claim to have experienced some form of workplace discrimination, according to a major new survey by HR software provider CIPHR.
The findings, from a poll of 4,000 UK adults, highlight a persistent culture of bias in hiring and day-to-day employment practices, affecting individuals from all backgrounds and industries.
Almost one in five respondents (19%) cite ageism as the most common form of bias, with significant numbers also reporting unfair treatment based on appearance (13%) and gender (12%). Gender-based discrimination falls disproportionately on women, with one in ten surveyed women feeling they have missed out on job opportunities solely because of their sex or gender. Among non-binary respondents, this figure stands at a striking 27%.
People from Black, Black British, Caribbean or African backgrounds (76%) and those from Asian or Asian British backgrounds (65%) report notably high rates of workplace or hiring discrimination, far above the 45% average. Younger workers also seem more likely to encounter and call out bias: two in three (65%) 18- to 34-year-olds say they have faced discriminatory behaviour at work or in job applications, compared to 45% of those aged 35 to 54, and 31% of over-55s.
Over one in nine respondents (11%) feel they have been treated unfairly at work due to parenting or carer responsibilities, while for ‘sandwich carers’ – those caring for both children and elderly or disabled relatives – the figure rises sharply to 30%.
In London, the rate of reported workplace discrimination jumps to 57%, reflecting a more pronounced experience of bias in the capital. Race or ethnicity discrimination (9.3%), accent bias (8.8%) and disability discrimination (8.2%) are all prominent forms of unfair treatment, with religion- or belief-based discrimination affecting 6.1% of respondents, and sexual orientation discrimination 5.8%.
Claire Williams, chief people and operations officer at CIPHR, emphasises that any form of discrimination “can have a huge negative impact on people’s lives,” from mental health to career development. A failure to tackle deep-rooted inequalities, she warns, not only harms individuals but also damages corporate culture and productivity.
Ann Allcock, CIPHR’s head of diversity, underscores the need for employers to analyse their own data to “fully understand what drives that discrimination” and “prioritise eliminating it.” She adds that it’s more essential than ever to remain committed to fairness and belonging, warning that any “rowing back on DEIB” (diversity, equity, inclusion and belonging) initiatives risks serious legal, reputational and talent-related consequences.
