A third of UK drinks staff face workplace discrimination
A new report commissioned by Drinks United has found that one in three workers in the UK drinks industry has experienced workplace discrimination, with more than half (53%) of incidents not reported.
The survey was created in partnership with IWSR, the WSTA, The Drinks Trust and WSET. A total of 680 responses were gathered across all demographics between September and November 2025.
Those polled all worked in drinks, with sectors ranging from retail, distributors and importers to marketing, PR and hospitality.
Those most impacted by workplace discrimination were the LGBTQIA+ community (57%), Gen Z (48%), neurodivergent people (45%), those with mental health conditions (44%) and women (44%).
Women were the demographic most likely not to report discrimination. Of those who experienced it, only 44% reported it, while the remaining 56% did not. All other demographics were more likely to report discrimination than not.
Meanwhile, women were the subject of 75% of all reported workplace discrimination experiences. Bullying and sexual harassment were common concerns.
The report echoes the findings of Celebrate Her’s survey, which was published in August 2025. Celebrate Her found that 27% of women affected by sexual harassment didn’t report it, while of those who did speak up, 73% said their issue wasn’t resolved.
The Drinks United survey revealed that nearly a quarter (24%) have considered or are considering leaving the industry due to experiencing or witnessing discrimination or harassment. Rates were higher among the LGBTQIA+ community (40%) and the neurodiverse (35%).
One in three workers reported having a health condition or disability, with most (73%) disclosing this to their employer. However, 29% said they experience barriers or limitations, largely citing stigma, negative attitudes, and a lack of accessible information formats.
Diversity and inclusion
Respondents generally saw their organisations as diverse, however women, junior staff and younger workers scored every measure of diversity lower than senior leaders did.
There was a similar discrepancy with inclusivity. Women, junior and mid-level staff, and younger workers all generally felt cultures were less inclusive than older colleagues.
People from ethnic minority groups and the LGBTQIA+ community reported lower levels of feeling respected and comfortable being themselves.
Seven in 10 respondents said they wanted stronger action on diversity, equity and inclusion (DEI), safeguarding, discrimination and harassment.
The figure was higher for those with health conditions or disabilities (79%), women (83%), Gen Z (87%) and LGBTQIA+ workers (88%).
Topping the list of priorities were peer networks and mentoring; leadership accountability; and stronger safeguarding policies and training.
A small minority rejected EDI and safeguarding initiatives as unnecessary or irrelevant. This was around 11 respondents, who were exclusively aged over 55 and the majority of whom were male and white.
Workplace safety
One in five (20%) respondents reported having workplace safety concerns. That figure rose to 35% of neurodivergent people; 36% of those who reported a mental health condition; 38% of Gen Z; and 50% of the LGBTQIA+ community.
Of those on the frontline of hospitality and retail, 37% cited safety concerns. Customer interactions were the biggest driver of feelings of unsafety. Younger workers reported the highest rates, with 39% saying they have felt unsafe because of customers.
Nearly half (44%) of respondents said they were unaware of any workplace alcohol-related conduct policies. Larger companies fared better in this regard, with only 34% of those working in bigger firms reporting they were unaware of such policies.
Of the total respondents, 71% said they have had no training on workplace policies on alcohol consumption and 27% reported feeling pressured to consume alcohol at work. The figure was highest for those in consumer-facing hospitality and retail roles.
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