To discuss the gender wage gap without recognizing the structural obstacles that immigrant women, racialized women, women with disabilities, and transgender individuals face in accessing fair employment and wage conditions does not only weaken the discussion but is cruel a perversion of it. Disassociating a significant part of the female population from the discussion is a way of maintaining the status quo: it uses part a the female demographics to cover the space left by the other. And this is far from being equal. There are wide gaps between access of employment, career development opportunities, and equal wage within female demographics. Failing to acknowledge and propose practical solutions is part of the problem; it propagates the assumption that some are more equal or more deserving than others. Meritocracy plays a big role here: the thesis being that the lack of opportunity comes from the lack of qualification is not true. According to Statistics Canada, although the gender employment gap rate decreases as educational accomplishments increases, it does not disappear. Immigrant women with a university degree are three times more likely to get a work in service or sales (23%) when compared to the Canadian-born counterparts (7.4%). Canada has a unique categorization for the purposes of employment equity called Visible Minority. Visible minority is defined by the Employment Equity Act as "persons, other than Aboriginal peoples, who are non- Caucasian in race or non-white in colour" and is one of the four designated groups under the Employment Equity Act, besides women, aboriginal peoples and people with disabilities. The Visible Minority is diverse and fluid; it changes according to fertility rates and immigration patterns through the time. The majority of Visible Minority women are immigrants (68%) while approximately 29% were born in Canada. Non-permanent residents tallied as 3% of the visible minority. We have therefore that approximately one out of three visible minority women was born in Canada. Even though the majority of this demographic is employed, the employment rates varies widely within it's sub-populations. The extremes of this gap are represented by Filipino women holding the highest employment rate and Arab, Korean, and West Asian women having the lowest employment rates. The proposition of gender wage equality without embracing all women and without addressing access to employment and career development strategies is demagogic, unjust, and needs to be revised. Please note that the intention of raising this debate is inclusion, not exclusion. It is to represent women as a whole and not as a part. It is to stand with women for the end of gender wage gap and to stand with them all.