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...when some people at a company (outside of C-level) are making 300k and others are making 32k there is a good reason to be aggressive about fixing pay disparity.You're completely throwing context out of the window, though, and that's a dangerous precedent. Is the person making 300k in sales? Is the person making 32k merely the frontline helpdesk?
To try to "even it out, to decrease the dispairity, and - thus - the inequality" would mean the sales person and the helpdesk person making around 150k but only one of them is performing highly skilled, desired, sought-after work and the other is a generalist whom can easily be replaced. You intentionally devalue the sales person to add unwarranted value to the frontline helpdesk person.
So, your sales person leaves and your helpdesk person stays with your company until they either die or company runs under or what-have-you. They could improve themselves to move up the ranks but where's the onus for that, if they're already making gold bars, without having had to have done anything to actually earn that value?
The entire premise is wrought with problems because it doesn't address the principal fact that the desparities probably exist for a reason...
