E.g. 50% of NVIDIA's staff is AA. Third most valuable company in the world. That's about 10x the national average. Similarly with CISCO. You can keep digging these up.
What should we do? Systematically disadvantage and discriminate against Asians (part of the honorable and noble BIPOC coalition) to make sure to return to the national averages?
Of course this also touches upon the insanity of wanting company x to match a certain demographic split. Should they mirror the world's demographics? The US's demographics? California's demographics? South Bay's demographics? Santa Clara's demographics? Each one of those is different, and nobody seems to be able to agree on which we should use as the authoritative reference. If people are going to be shaming firms for not meeting a certain bar, can we at least agree what that bar should be?
And the wage gap is most likely not going away, men are women are not identical, they do not have the same impulses, incentives, timelines, or desires. They're not perfectly homogeneous interchangeable robots that behave the same way. It's entirely not surprising that we're seeing a gap. See the Uber study which was trying to find sexism to explain their drivers' 7% wage gap, only to find out that it ultimately boiled down to risk taking, hours worked, and more aggressive driving: https://web.stanford.edu/~diamondr/UberPayGap.pdf - this is going to be true across all jobs.
Side note: the real "wage gap" is everybody vs mothers, not men vs women. If you want to advocate for making child rearing easier on mothers in the workplace, I'm fully in support.
Links:
https://www.globaldata.com/data-insights/technology--media-a...
https://www.cisco.com/c/m/en_us/about/csr/esg-hub/people/wor...