Debunking the Gender Wage Gap Myth

The so-called “gender wage gap” has sparked significant debate and discussion, particularly among policymakers, activists, and scholars. Proponents of the wage gap narrative argue that it serves as evidence of ongoing gender inequality, sexism, and oppression in the workplace.

However, a closer examination of the facts makes it clear that this issue is far more complex than a single statistic can capture.

A Misleading Statistic

The gender wage gap is a single data point that reflects the overall difference in earnings between men and women. The fact that men earn more than women on average is not in dispute. The question is: why do men earn more than women?

According to the latest data from the Census Bureau, women earn 84 cents for every dollar earned by men.^[1] This statistic is often presented as evidence of gender discrimination in the workplace. However, claiming discrimination is the cause of this disparity does not account for the multitude of factors that influence differences in earning outcomes between men and women.

Unfortunately, that doesn’t stop politicians from using it as a political weapon. Democrats often cite this misleading statistic in an attempt to bolster their preferred narrative of sexism and discrimination in America.

Pay discrimination has no place in America.

As your president, I remain committed to building on the promise of the Lilly Ledbetter Fair Pay Act and strengthening the economic security of women everywhere. pic.twitter.com/LgwMI2PElS
— President Biden (@POTUS) January 29, 2024

Politicians frequently overlook critical context on hot-button issues and this wage gap theory is no exception. To truly understand the dynamics at play, we must delve deeper into the variables contributing to earnings differences between men and women.

The Complexity Behind the Numbers

Economist Thomas Sowell^[2] has extensively critiqued the simplistic interpretation of the gender wage gap. In his writings and interviews, Sowell emphasizes that the wage gap narrows significantly once relevant variables such as education, job experience, and hours worked are considered.

In his book Economic Facts and Fallacies, Sowell dedicates an entire chapter to exploring the economic data surrounding male and female earnings. Sowell points out, “There is no pay gap for full-time workers 21-35 living alone,” and, “As far back as 1969, academic women who never married earned more than academic men who never married.”^[3]

He also states, “History shows that the career paths of women over the course of the twentieth century bore little resemblance to a scenario in which variations in employer discrimination explain variations in women’s career progress.”^[3]

In other words, when we look at the full statistical picture of women's career paths, their progress doesn't appear to be primarily influenced by employer discrimination. Instead, differences in work patterns such as total hours worked and domestic responsibilities (ie: having children) play a more significant role in shaping women's earning power.

Male Dominated Occupations

Natural preferences between the sexes also has a big impact on earning outcomes. For example, men and women tend to gravitate towards different fields of work. Men are more likely to work in higher-paying industries such as technology and engineering, while women are more prevalent in lower-paying fields like education and healthcare.

Additionally, men are more likely to work longer hours and take on more hazardous jobs. For instance, oil rig workers—a predominantly male-dominated occupation—are seven times more likely to die on the job compared to the average U.S. worker, according to the CDC.^[4] These high-risk jobs often come with higher pay to compensate for the danger involved, contributing to the overall earnings disparity.

Current data indicates that only 5.0% of women have chosen to enter this high-risk occupation.^[5]

Image from https://www.zippia.com/oil-field-worker-jobs/demographics/

In the medical field, female doctors are more likely to specialize in pediatrics and family medicine, which offer more regular hours and less stress, than high-stakes specializations like surgery or cardiology, which are male-dominated and come with significantly higher pay. For example, cardiologists earn around $500K annually in the US^[6], and according to the medical journal Circulation, "female proportions within practicing cardiologists in Australia (14%) are similar to the rates seen in the United States (13%) and the United Kingdom (14%)."^[7]

Aerospace engineering, a highly technical profession, is another sector dominated by men. According to the Bureau of Labor Statistics, the median annual wage is around $130,000^[8] and only about 11%^[9] of females enter this field.

This pattern underscores a simple fact: men are more likely to pursue and remain in higher-paying, riskier, and more demanding professions than women. Consequently, any earnings discrepancy between men and women is highly influenced by the different career choices made by men and women.

The Role of Personal Choice

One critical aspect often missing from the wage gap discussion is the role of personal choice. Many women, particularly those with children, opt for part-time work or jobs with more flexible hours to balance family responsibilities. This choice, while entirely valid, naturally impacts overall earnings.

For instance, professions like teaching and nursing, which often offer more predictable hours and greater job stability, have higher proportions of women. In contrast, fields like finance, law, and technology, which tend to demand longer hours and more significant commitment, are still predominantly male.

A study published in the American Economic Journal found that female MBAs often choose positions with more flexibility and fewer hours, even though these jobs offer lower pay than more demanding roles.^[10] Women were also less inclined to self-promote than males.^[11] This pattern is also evident in academia, where many women opt for teaching-focused roles rather than research-intensive positions that require extensive travel and long hours but come with higher salaries.

Even within the technology sector, there is a clear delineation of career paths. Women in tech are more likely to gravitate toward roles in human resources, marketing, or user experience design—areas that often provide better work-life balance. In contrast, men are more likely to occupy engineering and development roles that demand longer hours, extensive travel, and continuous skill upgrades but offer higher pay.

Intellectual Dishonesty and Political Rhetoric

The left's frequent use of the wage gap as a talking point for gender inequality is intellectually dishonest. It misleads the public by using the mere existence of a disparity as evidence of discrimination, without considering the many factors that influence such an outcome.

Democrats have frequently leveraged the wage gap narrative in order to appear as if they are virtuous leaders in the fight for "social justice". After taking office, President Joe Biden and VP Kamala Harris held events and made statements that underscored the urgency of addressing the wage gap as a form of systemic inequality.

For instance, at a White House event for Equal Pay Day in March of 2021, Biden stated, “The reality though is that in nearly every job — more than 90 percent of the occupations — women still earn less than men: 82 cents on the dollar on average.”^[12]

The event was attended by Megan Rapinoe and other members of the US women's national soccer team. Biden added, “It doesn’t matter if you’re an electrician, an accountant, or part of the best damn soccer team in the world, the pay gap is real. And this team is living proof that you can be the very best at what you do and still have to fight for equal pay.”^[12]

Of course, these remarks don't take into account the basic economics of women's soccer versus men's soccer. Women's soccer has grown in popularity, especially in the United Sates, but Men's soccer generates significantly more viewership and total revenue worldwide.^[13]

Similarly, Kamala Harris held a roundtable discussion in 2021 about the gender wage gap, stating, "On average, women make 82 cents of what men make — 82 cents on the dollar." She blamed "pay discrimination" as the reason for the disparity, without evidence.^[14]

As recently as March 12, 2024, the White House released a statement claiming “the Biden-Harris Administration reaffirms its commitment to tackling pay gaps and announces new efforts to continue to build our understanding of pay disparities, address inequities, and support women’s economic security.”^[15]

President Biden and the Democrat Party remain steadfast in their messaging that women are innately victimized and discriminated against in the workplace, despite all of the evidence to the contrary.

Conclusion

The earnings gap between men and women is a multifaceted issue that a single statistic cannot accurately explain. The existence of a disparity is not itself evidence of discrimination, as some political propaganda would insist.

In order to make a more accurate, apples-to-apples comparison of male-female earnings, we must correct for all of the variables that contribute to earnings differences, including industry type, occupation, work experience, hours worked, natural interests, and personal preferences or priorities.

When we do, the "wage gap" all but disappears. And this is an inconvenient fact for those who are politically motivated.

>>> Further Reading/Watching

Thomas Sowell - Gender Bias and Income Disparity
In this video, Thomas Sowell discusses the facts surrounding male and female earnings.

The Firing Line with Thomas Sowell
Thomas Sowell schools feminist Harriet Pilpel with facts and logic on this talk show episode from 1981.

The Myth of the Gender Wage Gap by PragerU
A video that critiques the common wage gap narrative and explains the many reasons for earnings disparities.

The Gender Wage Gap Myth by AEI
In this article published by the American Enterprise Institute, the gender wage gap narrative is dismantled by Christina Hoff Sommers.