Young workers bear brunt as UK workplace bias hits 45%

A comprehensive new study reveals that workplace discrimination remains deeply entrenched in UK business culture, with nearly half of workers reporting discriminatory experiences either at work or during job hunting.

The research, conducted by HR software provider Ciphr across 4,000 UK adults, paints a concerning picture of modern workplace equality.

Age discrimination emerged as the leading form of workplace bias, affecting 19% of UK workers. However, the study reveals a complex landscape where multiple forms of discrimination intersect, with appearance-based and gender-based discrimination following closely behind at 13% and 12% respectively.

Perhaps most striking is the generational divide in experiencing and reporting discrimination. Young professionals, particularly those aged 18-34, report significantly higher rates of discrimination, with 65% saying they’ve encountered unfair treatment. This stands in stark contrast to just 31% of workers over 55, suggesting either increased awareness among younger workers or potentially more discriminatory practices targeting early-career professionals.

Ethnic minorities face particularly challenging circumstances, with over three-quarters of Black, Black British, Caribbean or African respondents reporting discriminatory experiences. This rate, substantially higher than the 45% average, highlights persistent racial inequalities in UK workplaces.

The hospitality sector emerged as particularly problematic, with 75% of workers reporting discriminatory experiences. Information research and analysis topped the list at 79%, while traditional professional sectors like business consulting showed concerning rates at 66%.

Claire Williams, Chief People and Operations Officer at Ciphr, emphasises the severe impact of workplace discrimination: "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 findings come at a critical time when some organisations are reconsidering their diversity, equity, and inclusion (DEIB) initiatives. Ann Allcock, Ciphr’s head of diversity, argues that these results demonstrate why such efforts remain crucial: "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."

The study also revealed unexpected findings regarding HR professionals themselves, with over half (53%) reporting personal experiences of discrimination. This statistic raises questions about how effectively organisations can combat discrimination when those responsible for implementing anti-discrimination policies face similar challenges themselves.

As UK businesses grapple with these findings, the message is clear: despite decades of progress and legislation, workplace discrimination remains a significant challenge requiring renewed commitment and concrete action from organisational leaders.