It's just like being a coach of a professional football or baseball team, you know a few of the players have a larger income than he does. 
If you're the Manager, or any other team member, don't dwell on income or who makes what. You need to be the best you can be and work 
as a team and support each other or you could do more damage to the team and you should leave.  If someone makes more, just know they must come with more experience and they should be ready to jump in and be one of the leaders. 

     We have 700 residential doors in our portfolio and growing.  Over the last 2 years we have made huge changes in our employee structure.  Part of this change has been additional Maintenance Supervisors, 3 added to be specific, giving us a total of 4.  Each Supervisor over sees approx 175 doors with 4 roving techs.  The Supervisors are in the $30 to $35 per hour range, with techs ranging from $18 to $25 per hour, depending on skill level.  
     We recognized that we had to increase our hourly pay along with discounts on rental costs, 33%, if they were to live onsite.  The company also provides a standard base set of tools for each employee, uniforms and work boots.  We also, have quarterly performance bonuses that average from $500 to $3,000 per employee.
     A maintenance team is a huge driving force on a property and we recognize both our Manager's and Maintenance.  We have both male and female Manager's and Maintenance professionals.  Compensation is about size of the property(s), skill level, years with the company.
 

Men have unfairly made more than women forever so...It isn't a shock to me that suddenly the males in the industry are making more money. What shocks me is that the answer is "pay males more". The answer should be "pay the office staff and managers more". The industry can afford to pay us what we are worth considering we manage multi-million dollar assets".

Its been along time coming and needed techs should that have a good skill set should be paid more. And companies that have highly skill set better give their best ones a pay raise our they will be leaving.
There are recruiters that are offering good money to come to there company.

I am fortunate to work for a company that does not undercut the pay scale as it relates to maintenance.  While I agree that we should closely and continually monitor the living wages of our employees to make sure we are competitive and adequately compensating, I don't think it's a matter of paying one group more than the other (office or maintenance).  It's a matter of paying them appropriately, recognizing their value, and providing a work environment that makes an individual happy to come to work.  The culture created by the on-site leadership at any community, backed by strong benefits and structure of the parent company, along with good compensation on every level all equally play a role in hiring and retaining good employee's.  

Skilled labor has always been vital in the workforce and most positions are generally well paid, like plumbers, electricians, and repairmen. Maintenance techs and supervisors are finally catching up. It has also been difficult to find and keep qualified technical workers since not all of it can be trained. It requires a particular mental aptitude that not everyone has. I have seen many individuals who lacked the critical thinking skills and concepts required to diagnose and make repairs. This is not to say that other managers and office staff are less important but technical work is very specialized.