discrimination. During the 1970s and 80s the scholarly community debated the link between geographical location and wage inequality. Following urban-dominated studies and shifting research based on evolved conceptual and study-driven thinking, sociologists determined that the racial composition of a local population affects racial wage inequality. Studies performed by Leslie Mcall indicate immigration population density is one of the leading factors in racial wage inequality. While black immigrant earnings do not deviate from the already substandard average earnings , numbers on Hispanic and Asian immigrant earnings suggest more extensive negative effects, especially in areas of high immigration density. Hispanic and Asian women, in particular, are shown to be most affected; Hispanic and Asian women are shown to fill less skilled, domestic service jobs where the concentration of their black and white counterparts are lower. Barriers such as language show that such large dominance of immigrant population in such sectors only breed competition between lower-earning groups, further lowering average wages for such families. Since 1980, studies have found that, conversely, such low earning labor may actually boost the economy as a whole, keeping many corporations and higher level jobs afloat with cheap skilled work, boosting the salaries of native born hispanics and whites alike. As of 2020, black families have a median household income of just over $41,000, whereas white families have a median household income of more than $70,000. Historically, there have been racial discrepancies not only in earnings from labor, but also in the benefits received voluntarily from employers. Benefits include health care, pensions, holiday and vacation days, among other government mandated and voluntary benefits. Studies done by Tali Kristal and Yinon Cohen show a link between such wage inequality and benefits received, with empirical evidence showing a steady degradation of benefits received for those of different ethnic groups. As of 2015, 32% of workers received benefits - including both mandatory and voluntary - from their employers, up from 28% in 1980. As of 2015, 44% of white employees received pension benefits, compared 36% for black employees and 28% for Hispanic employees. Health care showed similar trends, as the 2015 health coverage rates for white, black, and hispanic employees sit at 60%, 55%, and 46%, respectively. Causes Studies of the wage gap for various minority races in the United States have revealed a number of factors that contribute to the differences in wages observed between white Americans and Americans of