It’s emotional, easy to remember, and it sounds like an open-and-shut case of injustice.
Here’s the problem I have with that argument: That number doesn’t mean what people think it means. And repeating it without context does more harm than good.

• I am not saying sexism doesn’t exist.
• I am not saying discrimination never happens.
• I am not saying men are “better” or deserve more.
• I am not saying women don’t face unique challenges.

What I am saying is that the 77 cents number is not proof that women are being paid less for the same work.

It’s proof that the conversation is missing context.

What the 77 Cents Number Actually Measures;

The 77 cents statistic compares all men and all women, across all fields, all roles, all experience levels, and all working hours.

• Men and women in the same job
• Men and women with the same qualifications
• Men and women with the same hours
• Men and women making the same choices

It’s a comparison of categories, not a comparison of equals.

If you compare a male mechanical engineer in O&G to a female preschool teacher in early childhood education, of course the salaries are different.

That’s not discrimination, that’s different industries.

When You Compare the Same Role, the Gap Shrinks

– Same Job Title
– Same Qualifications
– Same Experience
– Same Hours
One will notice that the pay gap drops significantly, and in many cases disappears.

Some studies even show that;

Young, childless women in their 20s earn slightly more than young, childless men.

So where is the “patriarchy” in that?

What we’re really looking at is not a pay gap…
…it’s more often a choices gap and a lifestyle gap.

Context That Changes the Story

1. Occupational Choice
   Higher-paying fields:
   – Oil & Gas, Construction, Shipyards, Mining, Engineering, Aviation, Corporate Finance, Tech and Pharmaceuticals are still heavily male-dominated.
   Lower-paying but important fields:
   – Education, Nursing, Social Work, Childcare and Hospitality are still heavily female-dominated.

2. Risk vs Reward
   Jobs that:
   – Are Physically Dangerous
   – Require Travel
   – Demand Relocation
   – Involve Shift Work
   – Put you Offshore or Underground
   – Require you to be Away from Home for Weeks or Months usually pay more.
   These jobs are overwhelmingly filled by men.
   Higher Risk = Higher Pay.
   That’s how the market works.
   It’s not pretty, but it’s reality.
3. Time and Availability
   On average, Men are more likely to:
   – Work Longer Hours
   – Accept Overtime
   – Work Weekends
   – Travel for Work
   – Relocate for Promotion
   On average, women are more likely to:
   – Choose Career Paths with Flexibility
   – Prioritise Work–Life Balance
   – Take Career Breaks for Family
   – Choose Part-Time or Hybrid

Just different priorities, and those choices have financial outcomes. If There Is a Gap, We Should Name the Right Gap Instead of shouting “Gender Pay Gap,” Ask:

– Is it a knowledge gap?
Not knowing which fields pay more?
– Is it an industry gap?
Not enough women entering higher-paying sectors?
– Is it a lifestyle gap?
Different values, priorities, and life choices?
– Is it a negotiation gap?
Men negotiating more aggressively for pay raises?
– Is it a mentorship gap?
Women not having enough leadership support networks?
– Is there discrimination?
Sometimes yes, and when there is, it must be confronted.

We don’t fix a problem by naming the wrong problem.

So… Is There a Gender Pay Gap?

Here’s my view:

Yes, Their Is, but not in the way people think.

There isn’t a pay gap where men and women are being paid different salaries for the same work.
That is Illegal, Immoral, and should be punished when it happens.

What we see instead is:
– A Career Path Gap
– A Risk Tolerance Gap
– A Workhour Gap
– An Industry Selection Gap
– A Life-Priorities Gap

And those lead to earnings differences, not salary discrimination.

If we blame discrimination for everything, we remove agency from individuals.
If we say: “Women are paid less because the world is rigged,” we deny the hard-working women who carved their place in high-paying fields.

If we say: “Men are privileged because their pay is higher”, we ignore the risk, danger, and sacrifice many men take on

The reality is more human than that:
Men and Women make Choices, and choices come with consequences. That’s not oppression, that’s life.

A Better Way Forward
Instead of blaming each other:
– We should Encourage women into high-paying fields
– Support men who want work–life balance
– Stop shaming women for choosing motherhood
– Stop shaming men for taking dangerous jobs
– Teach negotiation skills early
– Respect different priorities

Equality isn’t Identical Outcomes. Equality is Equal Opportunity.

What you do with that opportunity is your responsibility.

We don’t need a gender war. We need honesty.

And honest data shows the “Pay Gap” is much more about:

• Decisions,
• Economics and
• life strategy,

Than a conspiracy against women.
If we can’t say that out loud, then we’re not trying to solve the problem, we’re trying to win an argument.

Please note:
I don’t think for one second that my account is a definitive account. I offer it no more than an opening round in a conversation that I hope you will join in.

End