Graph and download economic data for Labor Force Participation Rate - 20 Yrs. & over, Black or African American Women (LNU01300032) from Jan 1972 to Jul 2025 about 20 years +, African-American, females, participation, civilian, labor force, labor, household survey, rate, and USA.

This statistic shows the labor participation rate of women in the United States in 2004 and 2014, by race. In 2014, the labor participation rate of black women was **** percent, * percent higher than the rate for the total female population.

United States - Labor Force Participation Rate - 20 Yrs. & over, Black or African American Women was 61.30% in April of 2025, according to the United States Federal Reserve. Historically, United States - Labor Force Participation Rate - 20 Yrs. & over, Black or African American Women reached a record high of 66.90 in September of 1999 and a record low of 50.10 in August of 1972. Trading Economics provides the current actual value, an historical data chart and related indicators for United States - Labor Force Participation Rate - 20 Yrs. & over, Black or African American Women - last updated from the United States Federal Reserve on August of 2025.

Graph and download economic data for Civilian Labor Force Level - 20 Yrs. & over, Black or African American Women (LNU01000032) from Jan 1972 to Jul 2025 about 20 years +, African-American, females, civilian, labor force, labor, household survey, and USA.

Graph and download economic data for Labor Force Participation Rate - Black or African American (LNS11300006) from Jan 1972 to Jul 2025 about African-American, participation, labor force, 16 years +, labor, household survey, rate, and USA.

United States - Civilian Labor Force Level - 20 Yrs. & over, Black or African American Women was 10939.00000 Thous. of Persons in April of 2025, according to the United States Federal Reserve. Historically, United States - Civilian Labor Force Level - 20 Yrs. & over, Black or African American Women reached a record high of 11172.00000 in February of 2025 and a record low of 3489.00000 in August of 1972. Trading Economics provides the current actual value, an historical data chart and related indicators for United States - Civilian Labor Force Level - 20 Yrs. & over, Black or African American Women - last updated from the United States Federal Reserve on July of 2025.

United States - Civilian Labor Force Level - 20 Yrs. & over, Black or African American Women was 10941.00000 Thous. of Persons in July of 2025, according to the United States Federal Reserve. Historically, United States - Civilian Labor Force Level - 20 Yrs. & over, Black or African American Women reached a record high of 11174.00000 in February of 2025 and a record low of 3506.00000 in April of 1972. Trading Economics provides the current actual value, an historical data chart and related indicators for United States - Civilian Labor Force Level - 20 Yrs. & over, Black or African American Women - last updated from the United States Federal Reserve on August of 2025.

This statistic shows the labor force participation rate of parents with children under six in the United States in 2014, by race and gender. In 2014, the labor force participation rate of black women with children under six was **** percent, about ** percent higher than the rate for the total female population.

In the second quarter of 2024, the unemployment rate among Black South Africans was 36.9 percent, marking a year-on-year change of 0.8 percent compared to the second quarter of 2023. On the other hand, the unemployment rate among white South Africans was 7.9 percent in the second quarter of 2024, with a 0.5 percent year-on-year change. Unemployment prevalent among youth and women The unemployment rate is the share of the labor force population that is unemployed, while the labor force includes individuals who are employed as well as those who are unemployed but looking for work. South Africa is struggling to absorb its youth into the job market. For instance, the unemployment rate among young South Africans aged 15-24 years reached a staggering 60.7 percent in the second quarter of 2023. Furthermore, women had higher unemployment rates than men. Since the start of 2016, the unemployment rate of women has been consistently more than that of men, reaching close to 36 percent compared to 30 percent, respectively. A new minimum wage and most paying jobs      In South Africa, a new minimum hourly wage went into effect on March 1, 2022. The minimum salary reached 23.19 South African rand per hour (1.44 U.S. dollars per hour), up from 21.69 South African rand per hour (1.35 U.S. dollars per hour) in 2021. In addition, the preponderance of employed South Africans worked between 40 and 45 hours weekly in 2021. Individuals holding Executive Management and Change Management jobs were the highest paid in the country, with salaries averaging 74,000 U.S. dollars per year.

The IPUMS Contextual Determinants of Health (CDOH) data series includes measures of disparities, policies, and counts, by state or county, for historically marginalized populations in the United States including Black, Asian, Hispanic/Latina/o/e/x, and LGBTQ+ persons, and women. The IPUMS CDOH data are made available through ICPSR/DSDR for merging with the National Couples' Health and Time Study (NCHAT), United States, 2020-2021 (ICPSR 38417) by approved restricted data researchers. All other researchers can access the IPUMS CDOH data via the IPUMS CDOH website. Unlike other IPUMS products, the CDOH data are organized into multiple categories related to Race and Ethnicity, Sexual and Gender Minority, Gender, and Politics. The CDOH measures were created from a wide variety of data sources (e.g., IPUMS NHGIS, the Census Bureau, the Bureau of Labor Statistics, the Movement Advancement Project, and Myers Abortion Facility Database). Measures are currently available for states or counties from approximately 2015 to 2020. The Gender measures in this release include the state-level labor force ratio, which compares the proportion of men in the labor force to the proportion of women in the labor force in a given state in a given year. To work with the IPUMS CDOH data, researchers will need to first merge the NCHAT data to DS1 (MATCH ID and State FIPS Data). This merged file can then be linked to the IPUMS CDOH datafile (DS2) using the STATEFIPS variable.

Diversity in Tech Statistics: In today's tech-driven world, discussions about diversity in the technology sector have gained significant traction. Recent statistics shed light on the disparities and opportunities within this industry. According to data from various sources, including reports from leading tech companies and diversity advocacy groups, the lack of diversity remains a prominent issue. For example, studies reveal that only 25% of computing jobs in the United States are held by women, while Black and Hispanic individuals make up just 9% of the tech workforce combined. Additionally, research indicates that LGBTQ+ individuals are underrepresented in tech, with only 2.3% of tech workers identifying as LGBTQ+. Despite these challenges, there are promising signs of progress. Companies are increasingly recognizing the importance of diversity and inclusion initiatives, with some allocating significant resources to address these issues. For instance, tech giants like Google and Microsoft have committed millions of USD to diversity programs aimed at recruiting and retaining underrepresented talent. As discussions surrounding diversity in tech continue to evolve, understanding the statistical landscape is crucial in fostering meaningful change and creating a more inclusive industry for all. Editor’s Choice In 2021, 7.9% of the US labor force was employed in technology. Women hold only 26.7% of tech employment, while men hold 73.3% of these positions. White Americans hold 62.5% of the positions in the US tech sector. Asian Americans account for 20% of jobs, Latinx Americans 8%, and Black Americans 7%. 83.3% of tech executives in the US are white. Black Americans comprised 14% of the population in 2019 but held only 7% of tech employment. For the same position, at the same business, and with the same experience, women in tech are typically paid 3% less than men. The high-tech sector employs more men (64% against 52%), Asian Americans (14% compared to 5.8%), and white people (68.5% versus 63.5%) compared to other industries. The tech industry is urged to prioritize inclusion when hiring, mentoring, and retaining employees to bridge the digital skills gap. Black professionals only account for 4% of all tech workers despite being 13% of the US workforce. Hispanic professionals hold just 8% of all STEM jobs despite being 17% of the national workforce. Only 22% of workers in tech are ethnic minorities. Gender diversity in tech is low, with just 26% of jobs in computer-related sectors occupied by women. Companies with diverse teams have higher profitability, with those in the top quartile for gender diversity being 25% more likely to have above-average profitability. Every month, the tech industry adds about 9,600 jobs to the U.S. economy. Between May 2009 and May 2015, over 800,000 net STEM jobs were added to the U.S. economy. STEM jobs are expected to grow by another 8.9% between 2015 and 2024. The percentage of black and Hispanic employees at major tech companies is very low, making up just one to three percent of the tech workforce. Tech hiring relies heavily on poaching and incentives, creating an unsustainable ecosystem ripe for disruption. Recruiters have a significant role in disrupting the hiring process to support diversity and inclusion. You May Also Like To Read Outsourcing Statistics Digital Transformation Statistics Internet of Things Statistics Computer Vision Statistics

39.8% of workers from the Indian ethnic group were in 'professional' jobs in 2021 – the highest percentage out of all ethnic groups in this role.

Purpose: The purpose of this article was to study the association between hearing loss (HL) and labor force participation in the National Health and Nutrition Examination Survey (NHANES). Method: This cross-sectional study used data from the 1999–2000, 2001–2002, 2003–2004, 2011–2012, and 2015–2016 cycles of the NHANES. The sample was restricted to adults aged 25–65 years with complete audiometric data. HL was defined based on the pure-tone average (PTA) of 0.5-, 1-, 2-, and 4-kHz thresholds in the better hearing ear as follows: no loss (PTA < 25 dB), mild HL (25 dB < PTA < 40 dB), and moderate-to-severe HL (PTA > 40 dB). The association between HL and labor force participation was estimated using weighted logistic regression adjusted for age, sex, race/ethnicity, education, living arrangements, and health status. Results: In a sample of 9,963 participants (50.6% women, 22.6% Black, 27% Hispanic), we found that compared with adults without HL, individuals with moderate-to-severe HL had greater odds of being outside of the labor force (odds ratio = 2.35; 95% confidence interval: 1.42–3.88). However, there were no differences by HL status in being employed or having a full- versus part-time job. Conclusions: Moderate-to-severe HL, but not mild HL, was associated with higher odds of not participating in the labor force. However, there were no differences by HL status in being employed or having a full- versus part-time job. Further research is needed to better characterize how HL may affect labor force participation.

Supplemental Material S1. Weighted logistic regression model for the association between hearing loss and the odds of different labor outcomes, including self-reported hearing perception as a covariate.

Supplemental Material S2. Weighted logistic regression model for the association between better-ear PTA and the odds of different labor outcomes, including self-reported hearing perception as a covariate.

Garcia Morales, E. E., Lin, H., Suen, J. J., Varadaraj, V., Lin, F. R., & Reed, N. S. (2022). Labor force participation and hearing loss among adults in the United States: Evidence from the National Health and Nutrition Examination Survey. American Journal of Audiology. Advance online publication. https://doi.org/10.1044/2022_AJA-21-00266

Data on labour force status including employment, unemployment and labour force participation rates by visible minority, immigrant status and period of immigration, highest level of education, age and gender.

Abstract There is considerable fluidity in the border between the professional activity of domestic workers and the assignment performed by care workers. But how different are these occupational categories in relation to their socioeconomic profile? Throughout this article, based on data from the Pesquisa Nacional por Amostra de Domicílios (PNAD), we sought to answer whether during the period 2002-2015 these two groups presented greater approximations or inflections in their characteristics. Based on five analytical dimensions – namely, individual characteristics, working conditions, degree of social and labor protection, household situation, and isolation / belonging – the statistics presented in this paper suggest an approximation over the years between the profile of domestic workers and care professionals. This assertion is valid for practically all indicators analyzed. Both occupations are marked by precariousness at work: they combine low remuneration and social protection levels with many hours of paid work, coupled with long unpaid hours. In addition, they are mostly exercised by black women. Uniquely, schooling is the only socioeconomic characteristic which in fact differentiates the two groups, considerably higher for care workers.

This study builds on a one-year pilot project conducted in a single county in Northern Mississippi and funded by the Ford Foundation which examined the social factors underlying the formation, coping and survival strategies of female-headed households in the rural south. This study expands the pilot study to include four rural counties in the United States. It examines the lives of low-income female-headed households in these counties, including the support network of the participants, job opportunities available to them, their coping mechanisms, their relationships with men, the organization and administration of the local public welfare and social service delivery system, and the political and civic environment of a rural community. Participants were asked to describe aspects of the community in which they live, the state-supported services available to them, and the work opportunities available. Approximately 18-24 Black and White women heads of households in this study were selected from each of two counties in Mississippi and two counties in Tennessee. They were between 20 and 40 years of age, and of mixed socioeconomic backgrounds. Social service agency heads, fathers, school superintendents, and business leaders were also interviewed. Participants were located through local headstart programs, through schools, referrals from social service agencies, and through the participants themselves. Data were collected through semi-structured, open ended life history interviews with the women, and extensive interviews with local political and civic leaders, managers and owners of local businesses, politicians, and welfare department directors and staff members. Variables assessed include family background, household composition, education, children, childcare, networks, religious organizations and activities, childbearing and goals and practices, employment, ways to supplement income, relationships, marital plans and values, fertility, health care, food and diet, housing, community and volunteer organizations, politics, income and income distribution, public aid/welfare department, race relations, and life events. A questionnaire was administered to the fathers assessing demographics, employment, family background, children, child support, extended family networks, marriage, religion, and the relationship with the child's mother. Social service agency heads were asked about the organizational structure of their jobs, how the agency was funded, the main problems in the community, the most important public and service organizations in the community, how effective their agency was in providing services to the community, how local businesses and industries respond to community needs, what they believed to be the most important cause of poverty in America, and they were asked typical community concern questions. The business leaders were asked to describe opportunities, obstacles, and prospects for different kinds of economic development in the county, the kind of labor force available and the skill level required, and their views on the problem of poverty in the county. School superintendents were asked about the special needs of the children from female headed households, about funds available for special programs, about teaching staff, mentors, drug problems in the schools, and receiving support from the school board members. Lastly, welfare department personnel were asked about the main problems in the community, how the local businesses and industries were responding to community needs, and if enough money was being spent on unemployment, housing, healthcare, and the general welfare of the community. The Murray Archive holds additional analogue materials for this study (audiotape and electronic text files of the interviews). If you would like to access this material, please apply to use the data. Audio Data Availability Note: This study contains audio data that have been digitized. There are 442 audio files available.

A dataset that permits examination of health, economic, work, and retirement trajectories for a representative national sample of men from middle to old age. The original sample of 5,020 men, first interviewed in 1966, was re-interviewed periodically until 1983 under a contract with the US Department of Labor. The study provided a detailed longitudinal record of their labor market activity, health, financial status, family structure, and attitudes toward and experience in retirement. The NIA grant made possible a re-interview in 1990 with the surviving men and the widows (or other next-of-kin) of the decedents. The merging of the 1990 data includes death certificate information for the decedents, Blacks were over-represented in the original sample in a ratio of about three or four to one, resulting in about 500 surviving black men in the sample. Information on labor market activity, income, and assets also is available for a sample of about 1,350 widows, 90 percent of whom are between 60 and 89 years of age. This information can be linked to earlier data on the women''s health and work activity that was reported by their late husbands. Due to the original sample selection, other NLS cohorts contain wives and daughters of the older men. These other surveys also hold a wealth of detailed information on aging and retirement issues, especially on income transfers. * Dates of Study: 1966-1990 * Study Features: Longitudinal, Minority Oversamples * Sample Size: ** 1966: 5,020 men (baseline) ** 1990: 2,092 surviving men, 1,341 widows, 865 other next-of-kin Links: * BLS Website on NLS: http://www.bls.gov/nls/ * ICPSR: http://www.icpsr.umich.edu/icpsrweb/ICPSR/studies/04675

US population estimates by race/ethnicity and sex based on Census data.

According to the 2021 Census, 62.9% (37.5 million) of the overall population of England and Wales was of ‘working age’ (between 16 and 64 years old).

In 2024, The New York Times Company had 5,900 full-time equivalent employees, including over 2,800 in the company's journalism operations. After a sharp drop in employee numbers between 2012 and 2013 due to the company’s sale of New England Media Group, there were just 3,529 people working for The NYT Company, but the figure has grown more or less consistently year-on-year ever since. The NYT Company has various media properties, NYTimes.com, as well as The New York Times Magazine, Book Review, Style Magazine, and International Edition, and most notably, namesake newspaper The New York Times, which is arguably the company’s most successful product. The New York Times employees: diversity The New York Times performs well as far as gender equality is concerned. Data on employee gender distribution at The New York Times shows that the share of men and women working for the company tends to hover around 50 percent, outperforming competing newspaper The Washington Post in this regard. The breakdown of employees by gender at The Washington Post reveals that the share of women working for the newspaper increased by just three percent in five years, and male employees still account for close to 60 percent of the total workforce. By contrast, The Washington Post reported that 20 percent of its workforce in 2020 was Black or African American, whereas at The NYT the figure was just nine percent. The distribution of employees at The New York Times by ethnicity revealed that over 60 percent of the company’s workforce was White, and the only other ethnic group with representation of more than ten percent were Asian employees, who made up 14 percent of NYT employees in 2020.