Employment Discrimination Data
Buy and sell employment discrimination data data. EEOC charges, settlement amounts, and case outcomes — the workplace rights data.
No listings currently in the marketplace for Employment Discrimination Data.
Find Me This Data →Overview
What Is Employment Discrimination Data?
Employment discrimination data encompasses EEOC charges, workplace discrimination statistics, case outcomes, settlement amounts, and patterns of discriminatory treatment across protected classes. This dataset captures reported instances of discrimination based on age, race, gender, disability, sexual orientation, religion, and other protected characteristics in hiring, promotion, pay, and working conditions. The data is increasingly critical as organizations face legal obligations to audit AI hiring tools and employment practices for discriminatory effects, and as workplace discrimination remains pervasive—affecting millions of workers globally. Data buyers include HR compliance teams, legal firms, civil rights organizations, policy researchers, and employment law practitioners seeking to understand discrimination trends, build cases, or benchmark organizational risk.
Market Data
45%
UK Adults Experiencing Workplace Discrimination
Source: Ciphr
61%
U.S. Workers Witnessing or Experiencing Discrimination
Source: Meditopia for Work
69%
UK Ethnic Minorities Reporting Discrimination
Source: Ciphr
66%
Gen-Z (18-24) Reporting Hiring Discrimination
Source: Ciphr
Age discrimination (19%)
Most Common Discrimination Type (UK)
Source: Ciphr
Who Uses This Data
What AI models do with it.do with it.
Employment Law Firms
Build discrimination cases, calculate settlement benchmarks, and identify patterns in EEOC charges and case outcomes across industries and protected classes.
HR & Compliance Teams
Audit internal hiring and promotion practices, validate that AI screening tools and automated employment systems do not perpetuate discriminatory patterns or have disparate impact.
Civil Rights & Policy Organizations
Research systemic discrimination trends, quantify workplace inequality by demographics, and inform advocacy and legislative efforts around employment protections.
Risk & Insurance Professionals
Assess employment practices liability exposure, benchmark discrimination risk by industry and organization size, and inform premium and coverage decisions.
Pricing depends on the proposed terms
We do not have a verified, comparable price for your dataset. Consider the permitted uses, license term, exclusivity, provenance, coverage and quality. A seller asking price is a proposal, not an appraisal or guaranteed sale. Compare prices only when the source, date, currency, unit and license scope are known.
What Buyers Expect
What makes it valuable.valuable.
Accurate EEOC Source Attribution
Data must be directly sourced from EEOC filings, settlements, or official agency records with clear charge dates, case numbers, and resolution status.
Protected Class Categorization
Discrimination claims must be accurately categorized by protected characteristic (age, race, gender, disability, religion, sexual orientation, etc.) with consistent taxonomy.
Settlement & Award Transparency
Financial data must include settlement amounts, jury verdicts, damages awarded, attorney fees, and injunctive relief with clear distinction between disputed/settled claims.
Privacy & Legal Compliance
Individual complainant and employee names must be anonymized or redacted; datasets must comply with data protection law, EEOC confidentiality rules, and employment privacy standards.
Temporal Completeness
Charge date, filing date, investigation period, and resolution date must be included; multi-year historical coverage preferred for trend analysis and pattern recognition.
Potential applications and organizations
Who's buying.buying.
Publishes EEOC charge statistics, settlements, and guidance on employment discrimination law, AI bias in hiring, and employer compliance obligations.
Use discrimination data and case outcomes to research systemic inequality, inform policy advocacy, and support litigation on behalf of affected workers.
Access discrimination case databases, settlement benchmarks, and EEOC charge data to build individual and class action cases and advise on settlement strategy.
Integrate discrimination trend data into employment audit tools and AI bias detection platforms to help clients assess hiring and promotion equity risk.
Analyze discrimination statistics and patterns to study workforce inequality, labor market bias, and evaluate effectiveness of anti-discrimination policies and regulations.
FAQ
Common questions.questions.
What types of employment discrimination data are available for purchase?
Available data includes EEOC charges and complaint filings, settlement amounts and case outcomes, self-reported discrimination statistics by protected class, hiring and promotion disparities, and demographic data on AI hiring tool bias. Survey data on workplace discrimination experiences across age, race, gender, disability, and other protected characteristics is also commonly traded.
How is employment discrimination data legally sourced and sold?
EEOC charge and settlement data are public records accessible through EEOC filings and official reports. Discrimination survey data is aggregated from anonymized workforce surveys and research studies. Individual case data must be anonymized and comply with data protection regulations and EEOC confidentiality rules. Buyers must ensure use complies with employment law and privacy restrictions.
Who are the primary buyers of employment discrimination data?
Primary buyers include employment law firms building discrimination cases, HR and compliance teams auditing hiring practices and AI tools, civil rights organizations conducting research and advocacy, risk management and employment liability insurance professionals, and academic researchers studying workplace inequality and labor market bias.
What are the key metrics and quality standards for this data?
Key metrics include EEOC charge statistics by protected class, settlement amounts and jury verdicts, case outcomes (dismissed, settled, litigated), hiring disparities by demographic group, and survey prevalence rates. Data must include accurate charge dates, investigation timelines, resolution status, proper protected class categorization, and financial transparency while maintaining individual privacy through anonymization.
Sell youremployment discriminationdata.
Describe your employment discrimination data and the uses you are authorized to offer. Price, legal suitability, and buyer interest require separate evaluation. No match or sale is guaranteed.
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