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However, the “Black Box Dilemma,” where the inner workings of AI algorithms are not easily understood, complicates this transparency, potentially leading to confusion and mistrust ( Brooks 2021; Kim and Bodie 2021).

The momentum behind the rapidly expanding regulatory push for pay transparency also stems from significant recent cultural moments such as Black Lives Matter and #MeToo that have shaped society’s evolving views on the fairness and treatment of underrepresented groups.

“Black Swan” events are supposed to be rare, if they happen at all, but the pandemic is the fifth in the decade.

Black adults followed closely behind, while Asian adults were least likely to report these conditions.

The study’s findings, released in September, support what many observers have been saying: The social movements of 2020 and 2021, such as Black Lives Matter, provided an aha moment to business leaders.

.; ;Financial literacy among Blacks and Hispanics is comparable, although significantly lower than for Asians and whites.; By being aware of these differences, employers can highlight, enhance and target their offerings in a way that will maximize the effectiveness of their programs.

For example, as is probably well-known to readers of this journal, the value of stock options is calculated for accounting purposes using an option pricing model (most often the Black-Scholes model) incorporating: the current stock price; the exercise price; the expected life of the option; the expected volatility of the stock over the expected life of the option; the expected dividend yield over the expected life of the option; and the risk-free rate over the expected life of the option.

This “black swan” event fundamentally altered the essence of many employer-employee relationships.

Studies have shown that the well-being of Black men and women, and women in general, is lower in workplaces.

The sample was 57.3% male, 71.6% White, 12.8% Black, 4.4% Hispanic or Latino, 7.0% Asian, and less than 2% for remaining races.