This regulator survey report looked at the demographic makeup of the UK’s registered chiropractors, covering gender, age, ethnicity, disability and sexual orientation, and compared experiences of the profession, including job satisfaction and business ownership, across these different groups of registrants.
What was studied?
Of 3,384 registered UK chiropractors invited, 968 responded. The survey examined gender, age, ethnicity, disability and sexual orientation, alongside outcomes such as business ownership, full-time working and job satisfaction across groups.
What did they find?
Male chiropractors were more likely to own their own business and work full-time than female chiropractors. Chiropractors from Black, Asian and minority ethnic backgrounds reported lower job satisfaction, 71% versus 83% for White British respondents.
Why it matters
It gives an honest, data-based picture of who makes up the profession in the UK, and highlights inequalities worth addressing rather than assuming the profession already reflects the population it serves.
Why we included it
It illustrates a broader principle of professional transparency: being upfront about where a profession falls short, including diversity and equity gaps, rather than only publicising favourable findings.
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What was studied?
Of 3,384 registered UK chiropractors invited, 968 responded. The survey examined gender, age, ethnicity, disability and sexual orientation, alongside outcomes such as business ownership, full-time working and job satisfaction across groups.
What did they find?
Male chiropractors were more likely to own their own business and work full-time than female chiropractors. Chiropractors from Black, Asian and minority ethnic backgrounds reported lower job satisfaction, 71% versus 83% for White British respondents.
Why it matters
It gives an honest, data-based picture of who makes up the profession in the UK, and highlights inequalities worth addressing rather than assuming the profession already reflects the population it serves.
Why we included it
It illustrates a broader principle of professional transparency: being upfront about where a profession falls short, including diversity and equity gaps, rather than only publicising favourable findings.