If a woman is being paid unequally due to gender alone, then yeah, that needs to be addressed. This is difficult to determine, however. Not all workers with the same job title should be paid equally. Yes, the work is the "same", but the quality of work being done, the dedication and reliability of the worker, how/if they go above and beyond their prescribed responsibilities, etc. all need to be taken into consideration when determining pay. Let's also not forget time in the role and time with the company. There is certainly a gender gap in pay, but I don't think it's as big an issue today as it once was. And determining if the disparity is based on gender alone is tough to determine. This also needs to be approached carefully. For example: I am a supervisor, and thus privy to employee performance and pay. I recently saw a very poor performing African American female employee get a massive raise for seemingly no reason at all (a decision that came down from HR as a directive, I wasn't consulted in this at all), when a much higher performing white male got a much smaller increase at review time. Both employees are equally engaged by myself and the business and receive equal coaching and opportunity to be successful. The former simply chose to shirk her job and do the bare minimum to avoid termination, yet was still provided with a huge increase, likely due to her ethnicity and gender, despite her deplorable attitude and performance. These kinds of laws can lead to reverse discrimination if not very carefully thought out and implemented.