WORKPLACE DISCRIMINATION AT A THREE YEAR HIGH FOR YOUNG WOMEN

The number of young women being discriminated against at work is on the rise in London according to new research from the charity Young Women’s Trust. Rates of discrimination are at a three year high (60% of young women said they have experienced this in 2024, up from 47% in 2022).

Managers responsible for recruitment and HR decisions were also surveyed and 4 in 10 confirmed that they were aware of instances of young women being discriminated against in the past year.

The research found that discrimination is multilayered with young women reporting prejudice based on age (31%), sex (23%), appearance (22%), and because of a long term mental health condition (13%).  

Evidence of pay discrimination continues and despite it being illegal, almost 3 in 10 (29%) young women said that they have been paid less than male colleagues who do the same or similar work. This has been disappointingly consistent for the last three years (30% in 2022 and 26% in 2023).

From an employer perspective, over a fifth (21%) of HR decision makers surveyed admitted that they were aware of women being paid less than men for jobs at the same level. When asked about gender pay gap reporting, over a quarter (27%) don’t think that their organisation takes the reporting seriously enough.

Furthermore, almost a third (32%) of young women told us that women and men are not given the same opportunities to progress in their organisation. This was mirrored by feedback from HR decision makers with with even more (37%) agreeing that it is harder for women to progress in their organisation than men.

Sexual harassment is still a devastatingly common feature of working life – over a quarter (26%) of young women told us they had experienced this. More than 4 in 10 (41%) HR decision makers agreed that sexist behaviour still exists in their organisation.

Whilst discrimination is spiralling, almost a fifth (18%) of young women say that they don’t know their rights in relation to workplace discrimination. Almost a quarter (24%) say that if it did happen they wouldn’t feel comfortable to challenge or report it and over a third (34%) would not feel confident to challenge pay inequality.

Luna*, from London, has worked and volunteered across various charity organisations and experienced significant barriers in her career progression. “You feel like you have to shout louder to be heard. I’m not progressing at work the way I would like,” she shared. “A colleague and I, who’s also a younger woman, put forward a proposal for a project that was overlooked. We mentioned it in meetings, and nothing would happen. Then we gave it to a senior male manager, and when he shared the same proposal with leadership, it was celebrated.

“I don’t know if it’s just me or if it’s really discrimination. You doubt yourself when things like this happen,” she added.

Reflecting on the broader workplace, Fern observed stark disparities in representation. “In many organisations, senior roles are predominantly held by older white men, while front-line roles are often filled by front line roles are often filled by women of colour,” she explained. “It seems to be people of colour at the front line or in housekeeping, white women in managerial roles, and middle-aged white men in senior and executive positions.

“There needs to be more diverse leadership to bring different perspectives and challenge biases that exist in the workplace,” Fern emphasised. “It’s not enough to rely on training—leaders and boards must be held accountable and create spaces for open discussion to drive real change.”

This new data highlights the desperate need for more protection for young women in the workplace and stronger enforcement. As the Government looks to strengthen and simplify enforcement of worker’s rights as part of its Employment Rights Bill and plan to Make Work Pay, Young Women’s Trust are calling for young women to be part of the design of the enforcement system to make sure it’s accessible and effective.

Young Women’s Trust are also urging employers to act now and address discrimination – creating workplace cultures where unfair treatment is not tolerated. Resources for employers are available here.

Claire Reindorp, Chief Executive at Young Women’s Trust, said: “Discrimination should have no place in our workplaces but the reality is that as a young woman in 2024 you are more likely than not to be experiencing it. We cannot accept that this is just a normal part of working life. Its harmful effects will scar young women well into their futures, from shattered confidence and poor mental health to a lifetime of lower pay. Most urgently, we must address the deeply alarming rise in racial discrimination that Black and Asian young women are facing at work. Only then will we have a workforce with equal chances to contribute and succeed, for the benefit of everyone.”

*This young woman’s name has been changed to maintain anonymity.