In 2024, unionized and non-unionized Asian workers had the highest median weekly earnings in the United States at 1,533 and 1,445 U.S. dollars respectively. While the wages of other unionized racial and ethnic minorities are around 200 dollars per week higher than their non-unionized counterparts, racial wage inequalities appear to persist across union membership. Unionized white workers for example, earn a median weekly income of 1,375 U.S. dollars, while unionized Black workers earn around an average of 1,130 U.S. dollars per week.

As of May 2023, the hourly wage of anesthesiologists employed in the United States ranged from around 107 U.S. dollars per hour to around 219 U.S. dollars per hour, by state. Nebraska had the highest hourly wage for anesthesiologists in the United States, whereas South Carolina had the lowest.

The global gender gap index benchmarks national gender gaps on economic, political, education, and health-based criteria. In 2025, the country offering the most gender equal conditions was Iceland, with a score of 0.93. Overall, the Nordic countries make up 3 of the 5 most gender equal countries worldwide. The Nordic countries are known for their high levels of gender equality, including high female employment rates and evenly divided parental leave. Sudan is the second-least gender equal country Pakistan is found on the other end of the scale, ranked as the least gender equal country in the world. Conditions for civilians in the North African country have worsened significantly after a civil war broke out in April 2023. Especially girls and women are suffering and have become victims of sexual violence. Moreover, nearly 9 million people are estimated to be at acute risk of famine. The Middle East and North Africa have the largest gender gap Looking at the different world regions, the Middle East and North Africa have the largest gender gap as of 2023, just ahead of South Asia. Moreover, it is estimated that it will take another 152 years before the gender gap in the Middle East and North Africa is closed. On the other hand, Europe has the lowest gender gap in the world.

In 2025, the difference between average hourly earnings for men and women in the United Kingdom for all workers was 12.8 percent, compared with 6.9 percent for full-time workers, and -2.9 percent for part-time workers. During the provided time period, the gender pay gap was at its highest in 1997, when it was 27.5 percent for all workers. Compared with 1997, the gender pay gap has fallen by 13.2 percent for all workers, and 9.7 percent for full-time workers. Gender pay gap higher in older age groups Although the gender pay gap among younger age groups was relatively small in 2024, the double-digit pay gap evident in older age groups served to keep the overall gap high. The gender pay gap for workers aged between 18 and 21 for example was -0.5 percent, compared with 12.1percent for people in their 50s. Additionally, the gender pay gap for people aged over 60 has changed little since 1997, falling by just 1.2 percent between 1997 and 2023, compared with a 14.9 percent reduction among workers in their 40s. Positions of power As of 2024, women are unfortunately still relatively underrepresented in leadership positions at Britain’s top businesses. Among FTSE 100 companies, for example, just 9.4 percent of CEOs were female, falling to just 6.1 percent for FTSE 250 companies. Representation was better when it came to FTSE 100 boardrooms, with 44.7 percent of positions at this level being filled by women, compared with 42.6 percent at FTSE 250 companies. In the corridors of political power, the proportion of female MPs was estimated to have reached its highest ever level after the 2024 election at 41 percent, compared with just three percent in 1979.

In 2023, the average salary of men in Brazil was higher than that of women. The same was true in 2024. In addition, non-black people in the country received higher salaries.

Since 2021 these data tables have been produced to supplement the Pay Gap reports for the Greater London Authority (GLA). They provide extra details of the median and mean hourly rates of particular groups of staff at the GLA, as well as their corresponding pay gaps, as of 31 March 2025, 2024, 2023, 2022 and 2021. The GLA first published its ethnicity pay gap in March 2018, one of the first organisations to do so. These data tables bring together all of the ethnicity pay gap data published by the GLA since then. This reporting year (2025) is the fifth time that the GLA is publishing its disability pay gap, ahead of any statutory responsibility to do so. Therefore, there is only data from 2021 to compare against. The Equality Act 2010 (Gender Pay Gap Information) regulations came into force in 2017. This required public bodies with 250 or more employees to report on their gender pay gap. These data tables bring together all of the gender pay gap data published by the GLA since then. Pay gaps are included in the GLA's measures of Economic Fairness. Click here to find out more.

Since 2021 these data tables have been produced to supplement the Pay Gap reports for the Greater London Authority (GLA). They provide extra details of the median and mean hourly rates of particular groups of staff at the GLA, as well as their corresponding pay gaps, as of 31 March 2025, 2024, 2023, 2022 and 2021. The GLA first published its ethnicity pay gap in March 2018, one of the first organisations to do so. These data tables bring together all of the ethnicity pay gap data published by the GLA since then. This reporting year (2025) is the fifth time that the GLA is publishing its disability pay gap, ahead of any statutory responsibility to do so. Therefore, there is only data from 2021 to compare against. The Equality Act 2010 (Gender Pay Gap Information) regulations came into force in 2017. This required public bodies with 250 or more employees to report on their gender pay gap. These data tables bring together all of the gender pay gap data published by the GLA since then.

Pay gaps are included in the GLA's measures of Economic Fairness. Click here to find out more.

The average monthly income per person in Brazil is higher for white workers than for other ethnic groups. In 2024, the gap was ***** Brazilian reals per month when compared to the average income of the black population.

In 2024, **** percent of Black people living in the United States were living below the poverty line, compared to *** percent of white people. That year, the overall poverty rate in the U.S. across all races and ethnicities was **** percent. Poverty in the United States The poverty threshold for a single person in the United States was measured at an annual income of ****** U.S. dollars in 2023. Among families of four, the poverty line increases to ****** U.S. dollars a year. Women and children are more likely to suffer from poverty. This is due to the fact that women are more likely than men to stay at home, to care for children. Furthermore, the gender-based wage gap impacts women's earning potential. Poverty data Despite being one of the wealthiest nations in the world, the United States has some of the highest poverty rates among OECD countries. While, the United States poverty rate has fluctuated since 1990, it has trended downwards since 2014. Similarly, the average median household income in the U.S. has mostly increased over the past decade, except for the covid-19 pandemic period. Among U.S. states, Louisiana had the highest poverty rate, which stood at some ** percent in 2024.

In 2024 the median annual income of Asian households in the United States was 121,700 U.S. dollars. They were followed by White households, who's median earnings were 92,530 U.S. dollars. Furthermore, Black Americans and American Indian and Alaska Native families had the lowest household incomes. That year, median income among all U.S. household rose to 83,730 U.S. dollars.

Between 2019 and 2023, people living in households in the Asian and ‘Other’ ethnic groups were most likely to be in persistent low income before and after housing costs

Graph and download economic data for Income Gini Ratio for Households by Race of Householder, All Races (GINIALLRH) from 1967 to 2024 about gini, households, income, and USA.

Graph and download economic data for Income Gini Ratio for Households by Race of Householder, Black Alone or in Combination (GINIBAOICH) from 2002 to 2024 about African-American, gini, households, income, and USA.

Asian households measured the highest median household income among racial and ethnic groups in the United States. In 2024, Asian household incomes reached a median of 121,700 U.S. dollars. On the other hand, Black households had the lowest median income of 56,020 U.S. dollars. Overall, median household incomes in the United States stood at 83,730 U.S. dollars that year.Asian and Caucasian (white not Hispanic) households had relatively high median incomes, while the median income of Hispanic, African American, American Indian, and Alaskan Native households all came in lower than the national median. A number of related statistics illustrate further the current state of racial inequality in the United States. Unemployment is highest among Black or African American individuals in the U.S. nearing nine percent unemployed, according to the Bureau of Labor Statistics in 2024. Hispanic individuals (of any race) were most likely to go without health insurance as of 2024.

Pay Equity Compliance Platforms Market Outlook

According to our latest research, the global pay equity compliance platforms market size reached USD 1.37 billion in 2024, driven by increasing regulatory scrutiny and growing corporate emphasis on diversity, equity, and inclusion initiatives. The market is exhibiting robust momentum, expanding at a Compound Annual Growth Rate (CAGR) of 14.2% from 2025 to 2033. By 2033, the market is forecasted to attain a value of USD 4.67 billion. The primary growth factor propelling this market is the escalating need for organizations to comply with evolving pay transparency and anti-discrimination laws worldwide, alongside the rising adoption of advanced analytics for workforce management.

The surge in demand for pay equity compliance platforms is fundamentally rooted in the global movement advocating for fair pay practices and workplace equality. Governments and regulatory bodies across major economies are introducing stringent mandates that require organizations to regularly audit their pay structures and demonstrate compliance with equal pay legislation. This regulatory environment compels enterprises to invest in robust compliance solutions that can automate audits, generate transparent reports, and minimize the risk of non-compliance penalties. Furthermore, the increasing public awareness and activism around gender and racial pay gaps have put additional pressure on organizations to proactively address pay disparities, further fueling the adoption of these platforms. As a result, vendors are innovating to offer more comprehensive and user-friendly platforms that can seamlessly integrate with existing HR and payroll systems, thereby reducing administrative burdens and enhancing operational efficiency.

Another significant growth factor is the technological advancement in analytics and artificial intelligence, which has revolutionized the capabilities of pay equity compliance platforms. Modern solutions now provide sophisticated workforce analytics, enabling organizations to identify, analyze, and address pay disparities in real time. These platforms leverage machine learning algorithms to uncover hidden patterns in compensation data and offer actionable insights for remediation. The integration of predictive analytics also allows enterprises to simulate the impact of various compensation policies before implementation, ensuring sustainable pay equity over time. Moreover, the increasing adoption of cloud-based deployment models has made these platforms more accessible to organizations of all sizes, particularly small and medium-sized enterprises (SMEs) that previously lacked the resources for comprehensive compliance initiatives. This democratization of advanced compliance tools is accelerating market growth and broadening the user base.

The corporate focus on Environmental, Social, and Governance (ESG) criteria is another critical driver for the pay equity compliance platforms market. Investors, stakeholders, and consumers are increasingly evaluating organizations based on their commitment to social justice and equitable employment practices. As a result, companies are prioritizing transparent pay structures as a core component of their ESG strategies. This shift is prompting organizations to adopt compliance platforms that not only support regulatory adherence but also facilitate ongoing monitoring and public disclosure of pay equity metrics. The ability to generate detailed, audit-ready reports and benchmark compensation against industry standards is becoming a competitive differentiator, further incentivizing investment in these platforms. Additionally, the growing trend of remote and hybrid work arrangements has introduced new complexities in compensation management, necessitating agile and scalable compliance solutions that can adapt to evolving workforce dynamics.

Regionally, North America has emerged as the dominant market for pay equity compliance platforms, accounting for the largest revenue share in 2024. This leadership position is attributed to the early adoption of pay transparency laws in the United States and Canada, coupled with a mature ecosystem of HR technology providers. Europe is also witnessing significant growth, driven by the European Union’s Equal Pay Directive and similar national initiatives. The Asia Pacific region, while still nascent, is expected to register the highest CAGR during the forecast period, as multinational organizations expand their operations and local governments introduce new compliance frameworks. Latin America and the Middle East &

Pay Equity Analytics AI Market Outlook

According to our latest research, the global pay equity analytics AI market size reached USD 1.4 billion in 2024, reflecting a robust expansion driven by the increasing need for transparent compensation practices and regulatory compliance worldwide. The market is projected to grow at a CAGR of 15.2% from 2025 to 2033, reaching an estimated USD 5.04 billion by 2033. This impressive growth trajectory is primarily fueled by the heightened adoption of artificial intelligence (AI) solutions for pay equity analysis, which enables organizations to proactively address wage gaps, mitigate legal risks, and foster diversity and inclusion in the workplace. As per the latest research, the market's momentum is expected to accelerate further as enterprises across industries prioritize fair compensation strategies, leveraging advanced analytics to gain actionable insights and maintain a competitive edge.

One of the most significant growth factors propelling the pay equity analytics AI market is the evolving regulatory landscape. Governments across North America, Europe, and parts of Asia Pacific are enacting stringent pay equity laws, compelling organizations to conduct regular compensation audits and demonstrate compliance. AI-powered analytics platforms have emerged as indispensable tools, enabling HR departments to efficiently analyze vast datasets, identify pay disparities, and generate comprehensive reports for regulatory bodies. The ability of these solutions to automate data collection, normalization, and benchmarking not only ensures accuracy but also reduces the administrative burden on organizations, making compliance a seamless and ongoing process. This regulatory push is expected to remain a critical driver, especially as more countries introduce mandatory pay transparency and reporting requirements.

Another major driver for the pay equity analytics AI market is the increasing emphasis on diversity, equity, and inclusion (DEI) initiatives within the corporate sector. Organizations are under mounting pressure from stakeholders, employees, and the public to demonstrate their commitment to equitable compensation practices. AI-driven analytics empower companies to uncover hidden biases in pay structures, assess pay gaps across gender, ethnicity, and other demographics, and implement targeted interventions. These solutions not only facilitate real-time monitoring and scenario analysis but also offer predictive insights, enabling proactive decision-making. As a result, businesses are better equipped to attract and retain top talent, enhance their employer brand, and foster a more inclusive culture, all of which contribute to improved organizational performance and long-term sustainability.

Furthermore, the rapid digital transformation and integration of advanced technologies across industries have accelerated the adoption of pay equity analytics AI solutions. The proliferation of cloud-based platforms, API integrations, and machine learning algorithms has made it easier for organizations of all sizes to implement sophisticated analytics tools without significant upfront investments. The scalability, flexibility, and cost-effectiveness of these solutions are particularly appealing to small and medium enterprises (SMEs), which are increasingly recognizing the value of data-driven compensation management. As digital maturity continues to rise, the market is poised for sustained growth, with AI-powered pay equity analytics becoming a standard component of modern HR technology stacks.

From a regional perspective, North America currently leads the pay equity analytics AI market, accounting for the largest share in 2024, followed closely by Europe. The Asia Pacific region is expected to witness the highest growth rate over the forecast period, driven by rapid economic development, increasing regulatory scrutiny, and the growing adoption of AI-based HR solutions. Latin America and the Middle East & Africa are also experiencing steady growth, albeit from a smaller base, as organizations in these regions begin to prioritize pay equity and digital transformation. The regional dynamics are shaped by varying regulatory frameworks, cultural attitudes towards compensation transparency, and the pace of technological adoption, all of which influence market penetration and growth opportunities.

In 2024, just over 45 percent of American households had an annual income that was less than 75,000 U.S. dollars. On the other hand, some 16 percent had an annual income of 200,000 U.S. dollars or more. The median household income in the country reached almost 84,000 U.S. dollars in 2024. Income and wealth in the United States After the economic recession in 2009, income inequality in the U.S. is more prominent across many metropolitan areas. The Northeast region is regarded as one of the wealthiest in the country. Massachusetts, New Hampshire, and Maryland were among the states with the highest median household income in 2024. In terms of income by race and ethnicity, the average income of Asian households was highest, at over 120,000 U.S. dollars, while the median income among Black households was around half of that figure. What is the U.S. poverty threshold? The U.S. Census Bureau annually updates the poverty threshold based on the income of various household types. As of 2023, the threshold for a single-person household was 15,480 U.S. dollars. For a family of four, the poverty line increased to 31,200 U.S. dollars. There were an estimated 38.9 million people living in poverty across the United States in 2024, which reflects a poverty rate of 10.6 percent.

AI Compensation Benchmarking Market Outlook

According to our latest research, the AI Compensation Benchmarking market size reached USD 1.48 billion globally in 2024, with a robust compound annual growth rate (CAGR) of 21.4% projected through the forecast period. By 2033, the market is expected to achieve a valuation of USD 9.68 billion, driven by increasing adoption of AI-driven tools for HR analytics, pay equity, and talent acquisition. The primary growth factor fueling this market is the urgent need for organizations to remain competitive in talent management, optimize compensation strategies, and ensure regulatory compliance in a rapidly evolving workforce landscape.

The rapid digital transformation of human resources functions is one of the most significant growth drivers for the AI Compensation Benchmarking market. Organizations are increasingly leveraging AI-powered platforms to process vast amounts of compensation data, benchmark salaries, and analyze benefits in real time. This transition is crucial for companies striving to attract and retain top talent in a highly competitive labor market. Furthermore, the integration of advanced analytics enables businesses to identify pay disparities, align compensation with market standards, and proactively manage workforce costs. As a result, the demand for sophisticated benchmarking solutions is surging across various industries, especially where workforce optimization is a strategic priority.

Another pivotal factor accelerating market growth is the rising emphasis on pay equity and compliance. With regulatory scrutiny intensifying across regions, organizations are under pressure to ensure transparency and fairness in compensation practices. AI compensation benchmarking tools provide actionable insights into pay gaps based on gender, ethnicity, and other demographics, enabling enterprises to implement corrective measures and demonstrate compliance with equal pay laws. Additionally, these platforms streamline reporting and audit processes, reducing the risk of legal penalties and reputational damage. The growing adoption of such solutions by large enterprises and SMEs alike underscores their critical role in fostering equitable workplaces.

The proliferation of remote and hybrid work models is also reshaping compensation strategies and fueling demand for AI-driven benchmarking. As businesses expand across geographies, they face new challenges in managing location-based pay, cost-of-living adjustments, and benefits packages. AI compensation benchmarking platforms empower HR leaders to make data-driven decisions that reflect regional market trends and employee expectations. This capability is particularly valuable in industries experiencing rapid globalization and workforce diversification. The shift toward flexible work arrangements is expected to sustain market momentum, as organizations seek agile solutions to address evolving compensation complexities.

Regionally, North America continues to lead the AI Compensation Benchmarking market, accounting for the largest market share in 2024. The region’s dominance can be attributed to the early adoption of AI technologies, a mature HR tech ecosystem, and stringent regulatory frameworks promoting pay transparency. Europe follows closely, with increasing investments in HR analytics and compliance solutions. Meanwhile, Asia Pacific is emerging as the fastest-growing market, driven by expanding digital infrastructure and a burgeoning tech-savvy workforce. These regional trends highlight the global relevance of AI compensation benchmarking and its transformative impact on talent management practices worldwide.

Component Analysis

The AI Compensation Benchmarking market is segmented by component into Software and Services, each playing a critical role in the ecosystem. The software segment dominates the market, accounting for the majority of revenue in 2024, as organizations prioritize the deployment of advanced platforms for real-time analytics, pay equity analysis, and compensation planning. These software solutions integrate seamlessly with existing HR systems, offering robust dashboards, predictive analytics, and benchmarking tools that empower HR professionals to make informed decisions. The growing sophistication of AI algorithms and machine learning models further enhances the value proposition of these platforms, enabling more accurate an