This really seems contradictory.
This issue isn’t the ‘overall numbers’ . The issue is the data of all the smaller datasets that feed into the overall numbers.
Your post didn’t ‘put those concerns to bed’. You obviously think you are making well founded points. But your posts about ‘gender pay gap’ seem to lack basic understanding on the importance of data.
It is analysis of the underlying data that is ‘fundamental in addressing that’.
It is through encouraging or forcing compliance, it is knowing the sector specific issues, it is knowing which organisation / department needs immediate actions or recommendations, it is understanding which pay levels need immediate attention. It is the tracking of full time vs part time vs zero hour or gig economy.
If you cannot analyse the data and all its minutiae, you cannot address the issues long term. And yes, the gap may be widening. Why is it widening?
It is well known that female people are over represented in low pay levels. That takes targeted intiatives to address it. such as childcare, such as encouraging women to return after maternity leave, or to actually employ female people in career roles in the first place instead of a male who ticks the ‘female’ employee box but will never be pregnant and will be less likely to take parental leave (because male employees are less likely to take parental leave).
It also takes initiatives to get female students into areas of study that lead to employment in high paying sectors where female employees are underrepresented. For instance, have STEM initiatives worked? Are female student numbers equal there, or even growing?
In one sector, are women in higher paying roles under represented in particular regions, why? How do we address regional differences.
The datasets need to be accurate to analyse and then address the issue.
Simply repeating ‘but the 0.1% doesn’t impact the whole,’ misses the point. It is in fact the dataset accuracy that is the point. It only takes 1 very highly paid person to skew the data where female staff are all on the lowest pay levels. If that disparity is happening in one organisation in a sector it is not unreasonable to think a sector/ region that attracts mature male transitioners could have that happen enough to hide the real issues in an organisation, a region or/and a sector.
Why on earth would you put impediments in the way of addressing the pay imbalance of any discriminated against any group?
So, no. Your post comes across as using issues now rather than words as you did initially as blunt tools to shame women who disagree with you, not you absurdly claiming you ‘put those concerns to bed’.