The conundrum of pay equity

I'm usually less interested in concoction some monolithic, absolute definition of pay equity and more interested in what adult conversations we should be having.

These are conversations like: what are everyone's financial requirements, dreams and challenges? Are theee any clear ways to assess variances in value delivered by individuals and the team? Is there enough collaboration to make team dominated compensation more realistic? When and how should anyone ask for differences in pay, hours or benefits? And what would make these conversations trustworthy and trust building?

The 217 year gender pay equity problem

Estimates for when women will have pay equity at work are at around 217 years from now. It's an insane probability, and an opportunity to search for ways to accelerate this possibility. I would argue that it will have to do with rethinking how we value everyone's contributions at work. 

There continues in many workplaces the braggdocio of the bro culture that obscures the multiplicity and nuances of value.