Navy is joining the Big East conference. All through this morning's game the announcers kept talking about what a bad move that is for Navy because Navy just cannot compete.

Your doing a heck of a job, Barry.

Robert Kleiman, from The R.B.C, states:

"Every political campaign consists of some truth, some falsehood, and some bullsh*t. What's different about Romney-Ryan is that it's bullsh*t all the way down. Frankfurt is right to say that b.s. is a greater enemy of the truth than is a lie. And by the same token, a b.s. artist in politics is a much graver threat to the Republic than a mere liar.
A liar merely denies the truth he knows to be true; a chronic bullsh*tter has forgotten that the truth even exists. So Ryan can, in all subjective sincerity, talk about "the responsibility of the strong to protect the weak" while proposing a budget plan that cuts taxes for billionaires and health care for poor sick children."

I call bigotry, and you do nothing to disabuse me of this notion.
Hey, I've got women friends, including former lovers, and yet you don't hesitate to call me "misogynist". I'm sure the fact that I have black friends that come over to my house, my work, and that I sup with, won't stop you from accusing me of racism b/c I don't buy your "victim group" based idea of oppression and empathy.

Do you really need to me to link to the dozens of studies, books, columns, etc that debunk this myth?

Because, so far, you're failing to "debunk" anything.  From your own link:

Here's the slightly deflating caveat: this reverse gender gap, as it's known, applies only to unmarried, childless women under 30 who live in cities. The rest of working women -- even those of the same age, but who are married or don't live in a major metropolitan area -- are still on the less scenic side of the wage divide.

Here's some info from the Department of Labor:

Myth No. 1:  It's an exaggeration to say women only earn 77 cents for every dollar men earn:

REALITY:  The size of the pay gap depends on how you measure it. The most common estimate is based on differences in annual earnings (currently about 23 cents difference per dollar). Another approach uses weekly earnings data (closer to an18 or 19 cents difference). Analyzing the weekly figures can be more precise in certain ways, like accounting for work hours that vary over the course of the year, and less accurate in others, like certain forms of compensation that don't get paid as weekly wages. No matter which number you start with, the differences in pay for women and men really add up. According to one analysis by the Department of Labor's Chief Economist, a typical 25-year-old woman working full time would have already earned $5,000 less over the course of her working career than a typical 25-year old man. If that earnings gap is not corrected, by age 65, she will have lost hundreds of thousands of dollars over her working lifetime. We also know that women earn less than men in every state and region of the country, and that once you factor in race, the pay gap for women of color is even larger.

Myth No. 2:  There's no such thing as a gender pay gap - but if there is, it's not about discrimination:

REALITY: Decades of research shows a gender gap in pay even after factors like the kind of work performed and qualifications (education and experience) are taken into account. These studies consistently conclude that discrimination is the best explanation of the remaining difference in pay. Economists generally attribute about 40% of the pay gap to discrimination - making about 60% explained by differences between workers or their jobs. However, even the "explained" differences between men and women might be more complicated. For example: If high school girls are discouraged from taking the math and science classes that lead to high-paying STEM jobs, shouldn't we in some way count that as a lost equal earnings opportunity? As one commentator put it recently, "I don't think that simply saying we have 9 cents of discrimination and then 14 cents of life choices is very satisfying." In other words, no matter how you slice the data, pay discrimination is a real and persistent problem that continues to shortchange American women and their families.

Myth No. 3:  If you account for the jobs that require specialized skill or education, the gender pay gap goes away.

REALITY: The pay gap for women with advanced degrees, corporate positions, and high paying, high skill jobs is just as real as the gap for workers overall. In a recent study of newly trained doctors, even after considering the effects of specialty, practice setting, work hours and other factors, the gender pay gap was nearly $17,000 in 2008. Catalyst reviewed 2011 government data showing a gender pay gap for women lawyers, and that data confirms that the gap exists for a range of professional and technical occupations. In fact, according to a study by the Institute for Women's Policy Research that used information from the Bureau of Labor Statistics, women earn less than men even within the same occupations. Despite differences in the types of jobs women and men typically perform, women earn less than men in male dominated occupations (such as managers, software developers and CEO's) and in those jobs commonly filled by women (like teachers, nurses and receptionists). In a recent review of 2010 Census data, Bloomberg found only one of 285 major occupations where women's median pay was higher than that of men - personal care and service workers. Because the data showed a particularly large pay gap in the financial sector, Bloomberg suggested that for women on Wall Street, shining shoes was the best way to earn more than the men.

Myth No. 4:  If there's a pay gap, it's women's fault - they're the ones who choose more flexible jobs and who drop in and out of the workforce because of their family obligations.

REALITY: Putting aside whether it's right to ask women (or men) to sacrifice financially in order to work and have a family, those kinds of choices aren't enough to explain away the gender pay gap. The gender gap in pay exists for women working full time. Taking time off for children also doesn't explain gaps at the start of a career. And although researchers have addressed various ways that work hours or schedule might or might not explain some portion of the wage gap, there may be a "motherhood penalty." This is based on nothing more than the expectation that mothers will work less. Researchers have found that merely the status of being a mother can lead to perceptions of lowered competence and commitment and lower salary offers.

Myth No. 5:  There's no need to do anything about the pay gap - it will fix itself:

REALITY: It has been nearly fifty years since Congress mandated equal pay for women, and we still have a pay gap. There is evidence that our initial progress in closing the gap has slowed. We can't sit back and wait decades more. Just this year the Department of Labor launched an app challenge, working to give women the tools they need to know their worth. My office continues to increase its enforcement of requirements that federal contractors pay workers without discriminating on the basis of race or gender. And we are teaming up with other members of the National Equal Pay Task Force to ensure a coordinated federal response to equal pay enforcement. You can read more about our work on equal pay here.

See also:  The Top 10 Facts About the Wage Gap

So, is the Department of Labor in on the okey-doke us wimmens are trying to put over on you poor, benighted men?  Are you one of those men who think that if the damn women had known their place, at home with the kids, and not gone out into the job market and taken jobs away from the men who needed them to provide for their families, we wouldn't be in whatever socio-economic pickle we are?  Have you had too many women bosses you felt were not as competent as you or some other man in your workplace?