The Gender Pay Gap Does Not Exist

The Gender Pay Gap Does Not Exist
By Bobby Darvish (darvishintelligence.blogspot.com)

As a Christian conservative Iranian-American and ex-Muslim, I have always believed in the value of truth and integrity, especially when it comes to examining the so-called "gender pay gap." The narrative that women are systematically paid less than men for equal work is misleading and often driven by ideological agendas rather than facts. Upon closer examination, it becomes clear that the gender pay gap, as commonly presented, does not exist.

The wage gap figure—often cited as women earning 77 to 82 cents for every dollar a man earns—comes from comparing the average earnings of men and women across all industries without taking into account factors like job choices, hours worked, or career breaks. Men and women, by and large, make different life and career decisions. Men are more likely to take on higher-risk, higher-paying jobs such as in construction, finance, or technology. In contrast, women tend to dominate professions like teaching, social work, and nursing, which traditionally offer lower salaries. These career paths reflect personal choices that are often influenced by biological and sociological factors. For instance, women frequently choose part-time work or take time off from their careers to care for children, which naturally affects their earnings potential over time. This is not discrimination—it’s a consequence of life choices that both men and women make.

Another important factor to consider is that men tend to work longer hours than women. According to the Bureau of Labor Statistics, men are more likely to work full-time and to work overtime. This difference in hours worked leads to a gap in total earnings, but it’s not because women are being paid less for the same work; it’s because they are, on average, working fewer hours.

In addition, men tend to negotiate their salaries more aggressively than women. Multiple studies have shown that women are less likely to negotiate starting salaries or ask for raises, which results in slower wage growth over time. But this again is not evidence of systemic discrimination. It’s a reflection of behavioral differences that, in many cases, can be overcome if women are empowered to advocate for themselves in the workplace.

The psychological aspect is crucial here. Men and women often have different approaches to risk-taking, competition, and career ambition. Studies in psychology consistently show that men are more likely to take risks and pursue high-paying but demanding careers, while women generally prioritize job satisfaction, work-life balance, and security. These are deeply ingrained tendencies that shape career outcomes.

Sociologically, the feminist movement has perpetuated the myth of a "patriarchal" system that deliberately keeps women down. However, this overlooks the vast progress women have made in the workforce. Women now make up a significant portion of college graduates and are increasingly moving into leadership roles across industries. If the system were truly rigged against them, we would not see such progress.

In short, the gender pay gap narrative is a distortion of reality. When you account for factors such as hours worked, career choices, experience, and negotiating behavior, the so-called gap shrinks dramatically and, in many cases, disappears altogether. The focus should not be on pushing false narratives of oppression but on encouraging both men and women to make informed, empowered choices in their careers.

Citations:

• U.S. Bureau of Labor Statistics. “Labor Force Statistics from the Current Population Survey.” U.S. Department of Labor, 2023.
• Babcock, Linda, and Sara Laschever. Women Don't Ask: The High Cost of Avoiding Negotiation and Positive Strategies for Change. Princeton University Press, 2003.
• Sowell, Thomas. Economic Facts and Fallacies. Basic Books, 2011.
• Farrell, Warren. Why Men Earn More: The Startling Truth Behind the Pay Gap—and What Women Can Do About It. AMACOM, 2005.