Hiring discrimination is a serious issue in the workplace. Despite the fact that the law prohibits discrimination in hiring, it still happens. This blog post will explore the statistics related to hiring discrimination and what they mean for employers and employees.
We will look at the prevalence of hiring discrimination, the types of discrimination, and the potential consequences of discriminatory hiring practices. We will also discuss what employers can do to ensure that their hiring practices are fair and equitable. Finally, we will discuss the importance of understanding and addressing hiring discrimination in order to create a more inclusive and equitable workplace.
Hiring Discrimination: The Most Important Statistics
LGBTQ+ people in Nordic countries and the Czech Republic experience less discrimination in the workplace, but transgender people experience the most discrimination, with 30% reporting discrimination.
College graduates who were barely accepted by the two most prestigious universities in Chile receive a 13% wage premium in their first year of the labor market, but this premium decreases to 4% for workers with 6 or more years of labor market experience.
Hiring Discrimination Statistics Overview
Retaliation is the most common form of discrimination in the US, making up 56% of all claims filed with the agency.
This shows that employers are not only discriminating against potential employees based on their race, disability, or sex, but also retaliating against those who make claims of discrimination. It also highlights the need for employers to be aware of the potential for discrimination and to take steps to prevent it.
EU workplace discrimination is primarily due to foreign region, followed by gender and disability, with people born outside EU reporting the most discrimination.
The EU does not take retaliation as a measure, instead focusing on other reasons, which means that employers in the EU must be aware of the potential for discrimination based on foreign region, gender, and disability.
Women reported more discriminated experiences than men in terms of gender, age, and disability, but less in terms of foreign origin.
Women are more likely to experience discrimination in the workplace than men, and this discrimination is based on factors such as gender, age, and disability. This highlights the need for employers to be aware of the potential for discrimination and to take steps to ensure that all employees are treated fairly and equally.
Gender discrimination at the workplace is region-specific, with Luxembourg and France receiving the most complaints from male workers, while Eastern European countries such as Romania and Hungary having the fewest reports.
This shows that gender discrimination is not a universal issue, but rather one that is specific to certain regions. It means that employers should be aware of the regional differences when it comes to gender discrimination and should take steps to ensure that they are not discriminating against any particular gender in their hiring practices.
More than three-fifths of US respondents have experienced or witnessed discrimination at work, with age, gender, and race being the main triggers. The UK has similar levels, France and Germany have lower levels (34%), but the situation is still not optimistic.
Although the situation is not optimistic, there are still countries that have lower levels of discrimination than others, which can serve as a benchmark for other countries to strive towards.
Women are underrepresented in managerial roles, indicating a workplace ceiling for women due to hiring discrimination.
This perpetuates gender inequality in the workplace and limits opportunities for women to advance in their careers.
LGBTQ+ people in Nordic countries and the Czech Republic experience less discrimination in the workplace, but transgender people experience the most discrimination, with 30% reporting discrimination.
It proves that LGBTQ+ people still face discrimination in the workplace, and that transgender people face the most discrimination.
Sexual minorities are facing unequal treatment in the labor market, with higher unemployment rates and more likely to be dismissed from their last job, despite having higher education levels.
This indicates that hiring discrimination is taking place, and is an important issue to address.
Women, Blacks, and Disabled individuals are more likely to file employment discrimination lawsuits than men and Asians.
This statistic is especially relevant when considering hiring discrimination statistics, as it shows that certain groups are more likely to experience discrimination when trying to gain employment.
Women earn less than men across all ages and industries, with Latino and African American women being particularly underpaid. Even when women are hired, they are still paid less than their male counterparts.
21% of all charges filed with the EEOC between 2020 and 2021 were age discrimination charges, indicating that ageism in the workplace remains prevalent despite laws protecting older workers.
It shows that older workers are still being discriminated against in the hiring process, as they are offered jobs 40% less frequently than younger candidates with similar skills.
78% of older workers have experienced age discrimination in the workplace, the highest level since 2003. This shows that age discrimination is still a prevalent issue in the workplace, despite the fact that it is illegal.
Men tend to be favoured 25% more than women for typically male roles and women tend to be favoured for typically female roles.
Thus, there is still a gender bias in the hiring process, which can lead to a lack of diversity in the workplace and can create an unequal playing field for job seekers.
Another study found that in Uzbekistan, women were 185% more likely to get a callback than men in female-dominated professions, and men were 79% more likely to get a callback than women in male-dominated professions.
Black applicants in the US are 2.1 percentage points less likely to be contacted by employers than white applicants. The results of this experiment demonstrate that employers are more likely to contact white applicants than Black applicants, regardless of qualifications.
Results found that résumés with white-sounding names received 50 percent more callbacks than those with black-sounding names, indicating racial discrimination in the American labor market.
Thus, there is a clear disparity in the number of callbacks received by white-sounding names compared to black-sounding names, which is indicative of the systemic racism that exists in the American labor market.
College graduates who were barely accepted by the two most prestigious universities in Chile receive a 13% wage premium in their first year of the labor market, but this premium decreases to 4% for workers with 6 or more years of labor market experience.
Employers clearly use university prestige as a signal of workers’ unobservable productivity, and that this signal becomes less important as workers reveal their quality throughout their careers.
Applicants from well-valued universities are around 40% more likely to receive a positive response than applicants from other universities.
Recruiters are therefore biased in favor of applicants from well-valued universities, which can lead to hiring discrimination against applicants from other universities.
Furthermore, resumes with any religious affiliation received fewer responses from employers than the control group of a study, and Muslim applicants received one-third fewer responses than the control group.
This proves that religious discrimination is still a prevalent issue in the hiring process, and that Muslim applicants are particularly disadvantaged.
North African Muslim applicants have the lowest chances of a call back (11.33%) compared to French secular (32%) and French Catholic (31.6%) applicants.
This also demonstrates the hiring discrimination faced by North African Muslim applicants, which is a form of systemic racism.
50% of discrimination complaints to the U.S. Equal Employment Opportunity Commission (EEOC) are race-related.
This highlights the need for employers to be aware of the potential for discrimination and to take proactive steps to ensure that all employees are treated fairly and equitably. It also serves as a reminder that the EEOC is available to help those who have experienced discrimination in the workplace.
42% of employed black Americans report experiencing discrimination at work between 2013-2019.
This highlights the need for employers to take proactive steps to ensure that all employees are treated fairly and equitably, regardless of their race. This statistic is an important part of the conversation about hiring discrimination and should be taken into account when discussing the issue.
Women on average receive 4% less initial salary offers than men for the same job in the U.S.
Women are still being offered lower salaries than men for the same job, despite the fact that they are equally qualified. This statistic is a powerful illustration of the discrimination that women face in the hiring process, and it is an important factor to consider when discussing hiring discrimination statistics.
33% of LGBTQ employees have experienced discrimination in promotions or job assignments.
There is a need for employers to take proactive steps to ensure that all employees, regardless of their sexual orientation, are treated fairly and equitably when it comes to promotions and job assignments. This statistic is a call to action for employers to create an inclusive and equitable workplace for all.
95% of job applicants with a criminal record do not receive callbacks.
This highlights the systemic bias that exists in the job market, and the need for employers to take a more equitable approach to hiring. It is a powerful illustration of the need for employers to look beyond a person’s criminal record and consider their qualifications and potential.
Mothers are offered an average of $11,000 less in starting salaries than non-mothers.
Despite the progress made in recent years, there is still a long way to go in terms of achieving true gender equality in the workplace. This statistic serves as a call to action for employers to take steps to ensure that mothers are not disadvantaged in terms of salary and other opportunities.
58% of hiring managers express unwillingness to hire individuals with obesity due to concerns about insurance costs and company image.
Despite the prevalence of obesity in the population, many hiring managers are still unwilling to consider individuals with obesity for employment due to unfounded fears about insurance costs and company image. This statistic is an important reminder that discrimination against individuals with obesity is still a pervasive issue in the workplace.
64% of job applicants with ethnic-sounding names reportedly experience a lower callback rate for interviews.
Job applicants with ethnic-sounding names are at a disadvantage when it comes to getting an interview, and that this is an issue that needs to be addressed. It is a call to action for employers to be more aware of their own biases and to take steps to ensure that everyone has an equal chance of getting an interview.
Employers with a diverse workforce are 35% more likely to see financial returns above their respective national industry medians.
Employers who prioritize diversity are more likely to experience financial success, making it a compelling argument for why companies should strive to create an inclusive workplace.
Over 60% of nonwhite tech workers say they’ve experienced racial or gender bias at work.
This highlights the need for companies to take proactive steps to ensure that their hiring practices are fair and equitable, and that their workplace culture is one of inclusion and respect. It also serves as a warning to potential job seekers that they may face discrimination in the tech industry, and should be aware of their rights and resources available to them.
Approximately 54% of workers aged 45-74 say they have experienced age discrimination in the workplace.
A majority of workers aged 45-74 have experienced discrimination based on their age, which is a concerning issue that needs to be addressed. This statistic is an important part of the conversation about hiring discrimination and should be taken into consideration when discussing the issue.
Women of color face a 35% increase in experiences of workplace gender discrimination compared to white women.
This highlights the need for employers to take proactive steps to ensure that all employees, regardless of race, are treated fairly and equitably. This statistic is a call to action for employers to take a hard look at their hiring practices and make sure that they are not perpetuating any form of discrimination.
85% of companies with a formal diversity and inclusion program report experiencing zero discrimination claims.
When companies take the initiative to create and implement such programs, they are able to reduce the risk of discrimination claims and create a more equitable workplace. This is an important point to consider when discussing hiring discrimination statistics, as it highlights the importance of taking proactive steps to create a more inclusive environment.
Discrimination is the third most common reason for employees leaving their jobs in the U.S., representing 26% of all terminations.
Discrimination is a major factor in employee turnover, and that it is a problem that needs to be addressed. This statistic is an important piece of evidence in the discussion of hiring discrimination statistics, and it serves to illustrate the need for employers to take steps to ensure that their hiring practices are free from discrimination.
Businesses that address hiring discrimination can see an increase in profit margin by as much as 3.5%.
This highlights the fact that businesses that take steps to eliminate discrimination in their hiring practices can reap tangible rewards in terms of increased profit margins. This is an important point to consider when discussing the issue of hiring discrimination, as it demonstrates that there are tangible benefits to be gained from taking action.
In the United States, job applicants with a disability receive 26% fewer callbacks when disclosing their disability in the job application.
This highlights the need for employers to be more aware of their biases and to create a more inclusive hiring process. This statistic is an important part of the conversation around hiring discrimination and should be taken into consideration when discussing the issue.
Religious discrimination in the workplace has risen by 90% between 2001 and 2015.
Despite the progress made in recent years, there is still a long way to go in terms of ensuring that everyone is treated fairly and equally in the workplace. This statistic is a call to action for employers to take steps to ensure that their hiring practices are free from any form of discrimination.
Conclusion
Hiring discrimination is still a major issue in the United States, and the statistics show that it is a problem that needs to be addressed. Discrimination in hiring can lead to a number of negative outcomes, such as decreased job satisfaction, lower wages, and a lack of diversity in the workplace.
It is important for employers to be aware of the potential for discrimination in their hiring practices and to take steps to ensure that all applicants are treated fairly. By taking steps to address hiring discrimination, employers can create a more equitable and inclusive workplace.
References
1 – https://www.eeoc.gov/newsroom/eeoc-releases-fiscal-year-2020-enforcement-and-litigation-data
2 – https://ec.europa.eu/eurostat/web/products-eurostat-news/-/ddn-20221018-3
3 – https://ec.europa.eu/eurostat/statistics-explained/index.php?title=Self-perceived_discrimination_at_work_-_statistics#Women_more_discriminated_against_than_men
4 – https://ec.europa.eu/eurostat/databrowser/view/lfso_21disc01/default/table?lang=en
5 – https://www.statista.com/chart/19761/discrimination-experienced-by-respondents-in-the-workplace/
6 – https://www.eeoc.gov/data/job-patterns-minorities-and-women-private-industry-eeo-1-0
7 – https://fra.europa.eu/sites/default/files/eu-lgbt-survey-results-at-a-glance_en.pdf
8 – https://www.bruegel.org/blog-post/do-lgbtqia-people-face-eu-labour-market-discrimination
9 – https://journals.sagepub.com/doi/full/10.1177/23780231211064389
10 – https://www.aauw.org/resources/article/fast-facts-pay-gap/
11 – https://www.zippia.com/advice/age-discrimination-statistics/#:~:text=Between%202020%20and%202021%2C%20age,younger%20candidates%20with%20similar%20skills.
12 – https://www.aarp.org/research/topics/economics/info-2021/older-workers-new-skills-covid-19-pandemic.html
13 – https://www.researchgate.net/publication/4908229_An_Experimental_Investigation_of_Sexual_Discrimination_in_Hiring_in_the_English_Labor_Market
14 – https://documents1.worldbank.org/curated/en/395981632487281231/pdf/Gender-Discrimination-in-Hiring-Evidence-from-an-Audit-Experiment-in-Uzbekistan.pdf
15 – https://www.nber.org/papers/w29053
16 – https://www.povertyactionlab.org/evaluation/discrimination-job-market-united-states
17 – https://www.sciencedirect.com/science/article/abs/pii/S0272775718301596
18 – https://journals.sagepub.com/doi/full/10.1177/1035304620962265
19 – https://www.sciencedirect.com/science/article/abs/pii/S0276562413000413
20 – https://izajole.springeropen.com/articles/10.1186/2193-8997-2-4
