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“What we’re seeing is a very focused effort by many organizations to open the ‘black box’ and be a lot more transparent about pay not only because they are required in many places to advertise pay ranges but because of the challenges in attracting and retaining talent,” she said.

For example, a Pew Research Center (2021) report, “The State of Gig Work in 2021,” found that, compared to White adults, higher percentages of Hispanic, Black and Asian-American adults reported earning money through an online gig platform.

The pandemic is the fifth “black swan” event in the last decade.

For example, if carbon dioxide emissions are based on sales, sales totals can go up with inflation while production remains the same, making the emissions goals easier to attain, Stern explained.

None of this, of course, is black and white.

A NACE analysis of job offer and acceptance rates across race and ethnicity, for example, showed that both Black and Hispanic-American interns received offers at a higher rate (61.8% and 70.9%, respectively) than their White counterparts (58.7%), and accepted those offers at higher rates as well.

A Future Forum survey found that 21% of all white knowledge workers wanted a return to full-time in-office work, but only 3% of all Black knowledge workers wanted the same ( Subramanian 2021).

From an operational perspective, the Black-Scholes-Merton formula works fine for valuing an at-the-money option at its grant date, but when we value options for pay-versus-performance purposes, a lattice model is the technique of choice.”

For Hispanic and Black workers, confidence levels were much lower — 22% and 23%, respectively.

Minh Hua, chief talent officer at Stanley Black & Decker, encourages leaders and team members to use something he calls TAPS, which stands for Time, Ask, Pause, Snap.