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EEO & harassment facts › data
(see also legal cases)
Data About Job Discrimination and Workplace Harassment

 

EEOC Statistics

  • In fiscal year (FY) 2013, employers paid out $372 million in settlements of EEOC charges.
  • Harassment charges filed with the EEOC increased 25% between FY 2001 and FY 2013.  Monetary benefits resulting from those charges in FY  2013 totaled nearly $100 million. 

 

  • In FY 2013, the most frequently alleged basis of discrimination for EEOC charges was retaliation followed by race, sex, disability, and age.  Retaliation charges increased 73% between FY 2001 and FY 2013; monetary benefits to complainants nearly doubled. 

 

Surveys

 

  • In a 2013 Huffington Post/YouGov poll, 19% were sexually harassed by a co-worker and 13% were harassed by a boss or other superior. Of those who said they experienced sexual harassment, 70 percent said they never reported it.
  • A 2012 telephone poll commissioned by the American Association of Retired Persons (AARP) of registered voters 50 and older, over one-third reported that they or someone they knew experienced age discrimination in the workplace.
 
  • According to a 2010 poll by the Society for Human Resource Management (SHRM), a quarter of organizations reported an increase in the number of sexual harassment claims within the previous 24 months.
  • A 2008 survey by FindLaw.com found that one in four adults have experienced discrimination in job interviews, hiring, pay, or promotions. Race topped the list at 39 percent of respondents followed by age at 34 percent, gender at 30 percent, and religion or sexual orientation at 7 percent.

  • In a 2007 poll of executives by TheLadders.com, 81 percent said they witnessed discrimination in the workplace and 77% said discrimination typically comes from the top down. The majority cited race as the most common type of workplace discrimination followed by gender, age, and sexual orientation.

  • A 2003 study by Jury Verdict Research, Inc. found that the national jury award median for employment practice liability cases that year was $250,000.

  • A 2001 SHRM survey of human resource professionals in Fortune 1000 companies found that diversity initiatives helped the bottom line of their organizations. Benefits included the following: improvement of corporate culture; improvement of employee morale; higher retention of employees; easier recruitment of new employees; decreased complaints and litigation; increased creativity.

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