However, In my experience my female colleagues doing similar things are generally under-compensated BUT, and this is a big BUT.. they also are less aggressive in asking for money. I have had this discussion with my wife, and every few years she does work up the energy to have the "give me more money" discussion with her boss, which is almost always followed by a best-in-years % raise at next compensation cycle.
I coach some of my former junior colleagues too and the women are generally paid a little bit less than their peer male coworkers, but also their reaction to this injustice is a lot less "I'm marching into my bosses office Monday morning and demanding a raise" than a male in the same seat would have.
And then yeah there's also some lingering biases.
If I had to make up some % allocation for pay differentials that I've seen, it's probably - 50% job choice / 40% career management / 10% bias. But who knows.