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That's not so simple. Let's assume for example that 80% of companies have pay discrimination against women. If women knew about this, and knew what companies they were - then of course things would work out the way you suggest, the equal-opportunity companies would get stronger female applicants etc. But usually these things are not clear at all for a female job applicant. Different places offer different salaries, and there could be many factors at play here. They would also need to know to apply very widely to stumble upon the non-discriminating companies.

Also, as someone else noted, bigoted co-workers may make a big difference. I think this can be a really big factor. For example, if the majority of the co-workers in a male-dominated area feel more comfortable in all-male environment, it may be better for the company to keep its discriminating policies up. Once it hires many women, it may be seen as being a less prestigious workplace by some potential male (and female!) candidates (again, due to their bias), and this way the company may lose potentially strong workers.

I'd say once the percentage of biased people in the given area of employment becomes small enough, the dynamics that you have described should even things out. But when until that happens, I am not convinced that this reasoning works.