For decades, progressives and feminists have perpetuated the myth of the gender pay gap, claiming that women earn only a fraction of what men do for the same work. This claim is not only misleading but demonstrably false when analyzed through objective economic data. The wage gap argument has been weaponized to push unnecessary government intervention, corporate diversity quotas, and radical feminist agendas. Yet, when we account for factors like hours worked, job choices, and experience, the so-called gap virtually disappears.
The Reality of Earnings Differences
The widely cited statistic that "women earn 77 cents for every dollar a man earns" comes from a simple calculation of median earnings across all full-time workers. However, this statistic ignores critical variables that influence income levels, such as:
Occupational Choice – Men and women gravitate toward different industries. High-risk, high-paying jobs (such as construction, engineering, and finance) are overwhelmingly male-dominated, while lower-paying, flexible careers (such as teaching and social work) attract more women (U.S. Bureau of Labor Statistics, 2023).
Hours Worked – Men work more hours on average than women. According to the Department of Labor, full-time male workers put in about 8.3 hours per day compared to 7.8 hours for full-time female workers (U.S. Department of Labor, 2022).
Workplace Hazards – The most dangerous jobs in America (logging, roofing, electrical work) are disproportionately performed by men, and these jobs command higher pay due to the risks involved.
Job Tenure and Experience – Women often take time off for childbirth and family responsibilities, leading to differences in work experience and career advancement over time (National Bureau of Economic Research, 2019).
Once these factors are accounted for, studies show that the adjusted pay gap shrinks to near-zero levels. A Harvard study analyzing earnings among male and female bus drivers and train operators found that the wage disparity was entirely due to hours worked and shift choices rather than discrimination (Harvard Kennedy School, 2018).
The Free Market Rewards Productivity, Not Identity
If businesses could truly get away with paying women less for the same work, why wouldn’t profit-driven companies exclusively hire women? The market naturally corrects such inefficiencies. Wage differences are a reflection of choices, not systemic discrimination. The push for "equal pay" laws and quotas only disrupts this natural balance, often leading to unintended consequences such as lower productivity and hiring freezes due to compliance costs.
Feminist Hypocrisy: Celebrating OnlyFans While Crying Wage Discrimination
The hypocrisy of modern feminism is evident in how it simultaneously decries the "wage gap" while glorifying industries where women out-earn men—such as online adult content creation. A case in point is the recent viral story of a self-proclaimed Mormon mother making $30,000 a month on OnlyFans while justifying her profession as "God’s plan for celebrating our bodies."
This is a prime example of how earnings are dictated by market demand, not by arbitrary notions of fairness. Women dominate lucrative industries like modeling, social media influencing, and adult content creation—without any outcry about a "pay gap" favoring them. The reality is that when women are willing to enter high-risk or highly specialized fields, they are compensated accordingly.
Conclusion
The gender pay gap is a fabricated narrative designed to fuel resentment and justify government overreach. Instead of blaming society for nonexistent discrimination, we should encourage personal responsibility, merit-based advancement, and the pursuit of high-paying, high-demand careers. The market rewards skill and dedication—not gender.
References:
U.S. Bureau of Labor Statistics (2023). "Labor Force Statistics from the Current Population Survey."
U.S. Department of Labor (2022). "American Time Use Survey."
National Bureau of Economic Research (2019). "Work Experience and the Gender Wage Gap."
Harvard Kennedy School (2018). "A Study of Wage Differences Among Transit Workers."
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