Earlier quoted context omitted.
You're right. But you're discussing a separate issue. This issue is not about comparing yourself to the starting salaries at other companies. It's about how your pay compares to that of your coworkers, and if the pay practices take advantage of labor (specifically by gender). Are the current new hires at your company making more than you? Even if it's explainable, does that make it right?
What I'm saying is that I object to the "pay practices take advantage of labor" framing. I very well might be paid less than some of my coworkers. If that's true, it's still not the case that anybody took advantage of me. I mean, not in any sense greater than when you buy something you think is worth more than you paid for it and feel like you got a deal. We all "take advantage" every time we buy something for a pric…
Your example of products being purchased is a completely different paradigm due to many reasons. The consumer information is available to the company through many avenues such as market research and affiliates. The company generally conceals the cost of producing an item. The scope and duration of the transactions are also majorly different. Let's also remember that the price for the object is the same for everyone, yet you are offering different pay for the same value to the company. That's the problem.
If we really want to go full capitalist libertarian and let markets decide everything, then let's do away with all the protections. I don't want to live half in one system and half in another. Why should we have protected classes or offer accommodations for disabilities? I think you'll find the answer also supports other workers rights, such as the ones being discussed/proposed here.