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"Pay Gap reporting allows for context to be explained and, for those that want to be a part of the real world, to outline plans to address any inequalities that do exist."

The difficulty though is that "any inequalities that do exist" (I would say 'may exist', not wishing to predicate everything on an unevidenced assumption) are NOT (sorry to shout; there's no italic or underline option) revealed by the data firms are expected to provide.

There are very many reasons why two people sharing a job title might be paid different amounts. By no means all of those reasons could amount to unfairness. The "real world" that you invoke is a nuanced place, ill-suited to the binary assumptions you appear to be making. In the "real world", you might reasonably expect (purely by way of example) a litigation partner billing 70 hours a week will be paid more than an HR partner working a three day week, irrespective of the gender of either.