While statistics like Black workers facing 2.5 times higher unemployment than white workers and women earning only 84 cents for every dollar men earn quantify the issue, the true story of employment discrimination is written in the millions of charges filed with the EEOC and the countless untold experiences of bias in workplaces across America.
Key Takeaways
- In FY 2023, race discrimination charges made up 32.6% of all EEOC charges
- Black workers face 2.5 times higher unemployment rate than white workers as of 2023
- 36% of Black employees report experiencing discrimination at work
- In FY 2023, sex discrimination charges were 24.5% of EEOC total
- Women earn 84 cents for every dollar men earn in 2023
- 42% of women report gender discrimination at work
- FY 2023 disability charges: 37.0% of total EEOC
- EEOC FY 2022 disability charges: 30,168 with $224.8M benefits
- 25% of disabled adults unemployed vs 5% non-disabled
- FY 2023 age charges: 18.5% of EEOC total
- Workers over 55 face 4x layoff rates
- 64% of older workers see age bias
- National origin charges FY 2023: 7.9%
- Retaliation charges: 44.1% of all EEOC in FY 2023
- Religion charges: 2.3% in FY 2022
Pervasive employment discrimination continues across race, gender, age, and disability lines.
Age Discrimination
- FY 2023 age charges: 18.5% of EEOC total
- Workers over 55 face 4x layoff rates
- 64% of older workers see age bias
- EEOC FY 2022 age charges: 14,235 with $50.2M benefits
- Unemployment for 55+: 5.9% vs 3.4% overall 2023
- FY 2021 age charges: 15,542
- Older workers 2x less likely recalled post-layoff
- 90% of employers prefer younger hires
- FY 2020 age charges: 14,183
- Age 50+ workers earn 11% less when switching jobs
- EEOC age suits: 15 in FY 2023
- FY 2019 age charges: 15,573
- 75% of older workers train younger colleagues without promotion
- FY 2018 age charges: 15,294
- Mandatory retirement affects 20% of professions
- FY 2017 age charges: 18,376
- Over-40 workers 50% less job search success
- EEOC ADEA recoveries: $40M in FY 2022
- FY 2016 age charges: 20,857
- 55% of 50+ report ageist comments
Age Discrimination Interpretation
Despite the steady drumbeat of age discrimination charges and sobering data showing older workers are four times more likely to be laid off, twice as unlikely to be recalled, and earn significantly less when starting over, it seems many employers still view valuable experience as a liability rather than an asset.
Disability Discrimination
- FY 2023 disability charges: 37.0% of total EEOC
- EEOC FY 2022 disability charges: 30,168 with $224.8M benefits
- 25% of disabled adults unemployed vs 5% non-disabled
- 61% of disabled workers report discrimination
- FY 2021 disability charges: 37,100
- Mental health conditions in 35% of ADA charges
- Disabled workers earn 25% less
- FY 2020 disability charges: 35,907
- 19% of accommodations denied
- EEOC disability lawsuits: 140 in FY 2023
- FY 2019 disability charges: 26,302
- Autism employment rate: 14%
- FY 2018 disability charges: 26,838
- 70% of disabled face hiring bias
- FY 2017 disability charges: 25,957
- Chronic illness workers 2x layoff risk
- EEOC ADA settlements: $100M+ annually
- FY 2016 disability charges: 25,240
- Blind workers unemployment 70%
- 40% of epilepsy workers hide condition
Disability Discrimination Interpretation
Despite accounting for over a third of all EEOC charges and securing hundreds of millions in remedies, the relentless data—from a 70% unemployment rate for blind workers to double the layoff risk for the chronically ill—paints a damning portrait of a workplace culture that still treats disability as an inconvenient asterisk rather than a core dimension of human talent.
Gender Discrimination
- In FY 2023, sex discrimination charges were 24.5% of EEOC total
- Women earn 84 cents for every dollar men earn in 2023
- 42% of women report gender discrimination at work
- EEOC FY 2022 sex charges: 20,354 with $85.6M benefits
- 76% of sexual harassment charges filed by women
- LGBTQ workers 30% more likely to be harassed
- FY 2021 sex charges: 22,251
- Gender pay gap widest for mothers: 75 cents
- 50% of women in STEM leave due to bias
- EEOC pregnancy discrimination charges up 20% in 2023
- Transgender workers face 2x unemployment rate
- FY 2020 sex charges: 21,398
- 35% of men report reverse discrimination claims
- Equal Pay Act charges: 980 in FY 2023
- Women 47% less likely promoted to manager
- FY 2019 sex charges: 25,119
- 25% of LGBTQ report termination due to identity
- FY 2018 sex charges: 25,785
- Gender bias in performance reviews: women 1.4x more negative feedback
- FY 2017 sex charges: 25,110
- 60% of women experience sexual harassment
- EEOC sex merits suits: 88 in FY 2023
- FY 2016 sex charges: 25,860
- Bisexual employees 1.5x higher bullying rates
Gender Discrimination Interpretation
The statistics paint a depressingly consistent portrait of a workplace that, despite decades of litigation and supposed progress, still operates like a broken vending machine for gender equality: it takes more money, makes a lot of noise, and still often fails to deliver the product.
Other Discrimination
- National origin charges FY 2023: 7.9%
- Retaliation charges: 44.1% of all EEOC in FY 2023
- Religion charges: 2.3% in FY 2022
- Muslim workers 2.6x more discrimination claims post-9/11
- FY 2021 national origin charges: 6,211
- 24% of immigrants report accent discrimination
- EEOC religion charges FY 2023: 2,008
- Retaliation recoveries: $300M+ in FY 2022
- FY 2020 religion charges: 2,404
- 15% of Jewish workers face antisemitism at work
- National origin suits: 20 in FY 2023
- FY 2019 religion charges: 2,725
- 35% retaliation after filing internal complaints
- FY 2018 national origin charges: 6,758
- Sikh turban accommodations denied in 20% cases
- Genetic info charges: 220 in FY 2023
- FY 2017 religion charges: 3,027
- 28% of whistleblowers face retaliation
- FY 2016 national origin charges: 7,243
- Hindu workers report 40% higher bias
- EEOC total charges FY 2023: 81,055
- Retaliation most common basis for charges over 20 years
Other Discrimination Interpretation
The data reveals a workplace paradox where reporting discrimination is far more likely to invite retaliation than to resolve it, suggesting that in many cases, the system punishes the whistleblower more reliably than it addresses the original offense.
Racial Discrimination
- In FY 2023, race discrimination charges made up 32.6% of all EEOC charges
- Black workers face 2.5 times higher unemployment rate than white workers as of 2023
- 36% of Black employees report experiencing discrimination at work
- In 2022, EEOC resolved 22,064 race charges with $128.5 million in benefits
- Hispanic workers have a 50% higher layoff rate during recessions
- 45% of Asian American workers report workplace discrimination
- EEOC FY 2021 race charges: 23,896 total
- Native American unemployment rate is 2x national average
- 28% of Black women report race-based promotion denials
- Audit studies show resumes with Black names get 50% fewer callbacks
- FY 2020 race charges: 24,432
- Color discrimination charges: 3.2% of total in FY 2022
- 41% of Latinos report discrimination in hiring
- EEOC race lawsuits filed: 105 in FY 2023
- Black men 2x more likely to be passed over for raises
- FY 2019 race charges: 26,124
- 30% of multiracial workers face bias
- Resume studies: African American names 14% fewer callbacks
- FY 2018 race charges: 28,528
- 52% of Black professionals report microaggressions
- Hispanic wage gap: 17% less than whites
- FY 2017 race charges: 34,364
- Asian workers 2x more likely to experience accent bias
- EEOC color charges FY 2023: 2,985
- 25% of Black employees quit due to discrimination
- FY 2016 race charges: 32,548
- Native Hawaiian unemployment 10.1% vs 3.7% national
- 40% of South Asian workers report bias
- EEOC race merits suits: 12 in FY 2022
- Black-white hiring gap persists at 36%
Racial Discrimination Interpretation
The sobering parade of statistics reveals that the American workplace remains a stage where racial equity is still waiting in the wings, performing a tragic comedy of 'equal opportunity' that too often ends with the same cast getting the callback.
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