The gender pay gap (also known as gender wage gap) is the difference between male and female earnings expressed as a percentage of male earnings, according to the OECD. The European Commission defines it as the average difference between men’s and women’s hourly earnings. There is a debate to what extent this is the result of gender differences, implicit discrimination due to lifestyle choices (e.g., number of hours worked, need for maternity leave), or because of explicit discrimination.

It is important to differentiate between the unadjusted (also known as raw) wage gap and the adjusted (also known as discriminatory or unexplained) wage gap. The unadjusted or raw pay gap does not take into account differences in personal (e.g., age, education, the number of children, job tenure and occupation) and workplace characteristics (e.g., the economic sector and place of employment) between men and women. Parts of the raw pay gap can be attributed to the fact that women, for instance, tend to engage more often in part-time work and tend to work in lower paid industries. The remaining part of the raw wage gap that cannot be explained by variables that are thought to influence pay is then referred to as the adjusted gender pay gap and is interpreted as being discriminatory.

Equal pay for equal work is the concept of labour rights that individuals doing the same work should receive the same remuneration. Among international human rights law, the Article 7 of the International Covenant on Economic, Social and Cultural Rights and the Article 15 of African Charter on Human and Peoples' Rights ensure the "eqal pay for equal work". In America, for example, the law states that "employers may not pay unequal wages to men and women who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same establishment."

It is most commonly used in a context of sexual discrimination, as equal pay for women. Equal pay does not simply relate to basic salary but also to the full range of benefits, non salary payments, bonuses and allowances that are paid.

The U.S. Democratic Party has historically supported legislating equal pay for equal work. The Lilly Ledbetter Fair Pay Act was signed into law in January 2009.

John F. Stossel (born March 6, 1947) is an American consumer reporter, investigative journalist, author and libertarian columnist. In October 2009 Stossel left his long time home on ABC News to join the Fox Business Channel and Fox News Channel, both owned and operated by News Corp. He hosts a weekly news show on Fox Business, Stossel, which debuted on December 10, 2009. The show airs in prime time every Thursday, repeating on both Saturdays and Sundays. Stossel also regularly provides signature analysis, appearing on various Fox News shows, including weekly appearances on The O'Reilly Factor, in addition to writing the Fox News Blog, "John Stossel's Take".

Stossel practices advocacy journalism, often challenging conventional wisdom. His reporting style, which is a blend of commentary and reporting, reflects a libertarian political philosophy and his views on economics are largely supportive of the free market.

In his decades as a reporter, Stossel has received numerous honors and awards, including nineteen Emmy awards and has been honored five times for excellence in consumer reporting by the National Press Club. John Stossel is doctor honoris causa from Universidad Francisco Marroquín. Stossel has written two books recounting how his experiences in journalism shaped his socioeconomic views, Give Me a Break in 2004 and Myths, Lies, and Downright Stupidity in 2007.