I see it as there being two kinds of gender pay gaps. The first one is the gap between comparable men and women in the same job at the same employer. You might call this gender bias, since the only discriminate factor here is gender. This is generally a small gap, though this is not true for all job titles. And it's pretty rare to find the gap disfavor men, so we should probably investigate why this emerges.
The second one is the wide chasm between what men make on average and what women make. If you find it confusing why these two are different, consider nurses vs doctors. These two jobs vary by pay and gender balance, and for this combined population women make less money on average. This is something we probably want to be concerned about as a society, but likely cannot solve it with enforcement of existing laws as it has myriad factors like degree selection, gender role norms, employer selection, time in workforce, labor participation by age, overtime availability, and everything in the first category. I call this systemic bias, because there's not one bad actor we need to punish here. Rather, it emerges as the a rational equilibrium, in response to societal level pressures -- not all of which are rational themselves. This is the sphere where we cross our fingers that maybe Computer Engineer Barbie will adjust things a percentage point while we search for the hundred other, much harder things we need to do to unbias society.
So, re: "grifting or endless working." Not a prescription for solving systemic gender bias. Getting up early for your teaching job or working more hours as a nurse won't solve the fact that you're not an engineer or surgeon. A few dozen more women in VC funded executive positions won't move the needle either.
But in general, you should probably take what folks on HN say with a grain of salt.
Other things that influence the gender pay gap is that women are typically the ones to stay at home to raise children or work part time, they're the ones to stay home from work to tend to sick children, etc. which lowers their average pay.
The second one is the wide chasm between what men make on average and what women make. If you find it confusing why these two are different, consider nurses vs doctors. These two jobs vary by pay and gender balance, and for this combined population women make less money on average. This is something we probably want to be concerned about as a society, but likely cannot solve it with enforcement of existing laws as it has myriad factors like degree selection, gender role norms, employer selection, time in workforce, labor participation by age, overtime availability, and everything in the first category. I call this systemic bias, because there's not one bad actor we need to punish here. Rather, it emerges as the a rational equilibrium, in response to societal level pressures -- not all of which are rational themselves. This is the sphere where we cross our fingers that maybe Computer Engineer Barbie will adjust things a percentage point while we search for the hundred other, much harder things we need to do to unbias society.
So, re: "grifting or endless working." Not a prescription for solving systemic gender bias. Getting up early for your teaching job or working more hours as a nurse won't solve the fact that you're not an engineer or surgeon. A few dozen more women in VC funded executive positions won't move the needle either.
But in general, you should probably take what folks on HN say with a grain of salt.