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What can you learn from recent workplace discrimination statistics?

Discrimination in the workplace is a persistent problem that affects employees across the country. Despite ongoing efforts by lawmakers to deter employment discrimination, it remains a disturbingly frequent occurrence.

By delving into recent discrimination statistics, you will learn why it is a tenacious threat demanding not just legislation but action on the part of victims.

Most common discrimination-related complaints

Retaliation remains the most reported form of discrimination, with over half of the cases falling into this category. It’s crucial to understand that retaliation after asserting your employment rights is illegal, and there are measures in place to address such violations.

Types and incidences of discrimination – that may or may not involve retaliation – that have occurred most commonly in recent years include:

  • Disability: 34% of cases involved disability discrimination, such as refusing to provide accommodations for employees with disabilities
  • Race: 28.6% of cases involved racial discrimination, indicating that not enough progress has been made in addressing racial bias
  • Sex: 27% of cases centered on sex-based discrimination, suggesting that achieving gender equality is an ongoing battle
  • Age: 15.6% of cases pertained to age discrimination, showing that protecting older workers’ rights remains a crucial concern
  • National origin: 7.5% of cases involved discrimination based on national origin, hinting that cultural diversity is not respected
  • Religion: 18.8% of cases involved religious discrimination, demonstrating that some employers do not accommodate diverse beliefs
  • Equal Pay Act: 1.3% of cases focused on unequal pay, proving more work addressing the gender pay gap is necessary

A 2023 survey revealed that 91% of U.S. employees have encountered workplace discrimination. Of course, continuously improving legislation remains critical. But if you are a a victim, you also have a role to play in the evolution of this situation. Holding your employer legally responsible for your mistreatment can potentially improve the occupational landscape for yourself and other Texas employees. Seeking legal guidance is a good way to get started.