The adjusted pay gap ranges from a low of 3.9% in Australia to a high of 6.3% in France. The adjusted pay gap in the U.S. is 5.4%. The adjusted pay gap controls for variables such as education, experience, and location. The lack of these controls is a shortcoming of some other pay gap analyses.
Further, the report finds that in the countries studied that about one-third of the gap is due to factors like discrimination, be it overt or unconscious, while about two-thirds of the gap is explainable by worker differences.(Note: there is variability by country.)
The report also concludes that pay transparency can root out unjustifiable pay gaps.
Looking ahead to the decline in the US workforce as Baby Boomers retire (60% by 2060), the fast-growing Hispanic community will be critical to filling this gap. The report estimates that Hispanics will represent 1 of every 2 people entering the workforce by 2025. Educationally, 65% of jobs by 2020 will require post-secondary schooling or specialized training and Hispanics enroll in college at a rate equal to whites, positioning them to help meet this demand. Providing financial aid and other support for college, as well as support in the workplace to appreciate diversity, will pay rich dividends.
The "Good Hair Study” asked 4,000 participants to take an implicit association test showing black women with both natural and smooth hair. Most – across race and gender lines – had bias based on the texture of black women’s hair with more white women finding natural hair less “beautiful” and “professional.” However, based on other parts of their study, the researchers concluded that the bias is learned, not innate, so it can be unlearned. Younger people were more accepting of natural hair as were white women who had more exposure to black women’s natural hair.