Women’s salaries negotiation tips are good hacks to share given the general reputation of women not negotiating good pay. Salary negotiations are challenging for everyone, but they are particularly difficult for women. In general, when companies offer women a job, they are less likely to seek more money and are more likely to accept a lower-paying position. The reasons for this hesitation vary, but some of them include apprehension about discussing salaries and asking for more.
When it comes to negotiating, women confront distinct hurdles. Most of the time people consider women “unlikable” when they try to negotiate. Women tend to undervalue their professional worth, and we’ve been conditioned to shun aggressiveness, which is a necessary trait for successful negotiating. Negotiating becomes more difficult for women due to these barriers, but it is no less essential, which is why you must be extra prepared. Here’s how to do it.
Women Salaries: Negotiation Tips
Recognize your worth
To set women’s salaries negotiation tips on solid ground. Start by knowing the market rate for your position in your specific sector and geographic location. Suppose you go into a pay negotiation without a number in mind. In that case, you’re at the whim of an experienced recruiting manager who can control the conversation, as Ramit Sethi points out in “I Will Teach You to Be Rich.” You can find this information by conducting an online search on sites like Payscale or Glassdoor or by asking individuals in your industry (ideally both men and women, to avoid falling victim to the gender pay gap).
Bring paperwork with you.
Don’t expect your manager to rely on recollection or trust. When you have paperwork to indicate that you are underpaid, you have evidence. For example, if you suspect you’re being underpaid, you may print pay statistics from Glassdoor. You might save an email thread discussing your most recent workplace achievement if you believe you deserve a raise based on merit. This documentation serves as proof of your worth.
Use feedback from your manager to demonstrate progress. Implement the advice and enhance your skills, then follow up to make your case for a raise. Here’s a script that you could use:
“I greatly appreciate your comments. Since then, I’ve been trying diligently to put it into practice by [insert a few actual examples]. I believe my talents are useful and would like to meet with you to discuss my performance and salary.”
This approach focuses on your worth – and what it means to the company.
A study published in the European Journal of Work and Organizational Psychology in 2016 found that agreeable women are paid less. Women who replace their agreeableness with assertiveness, on the other hand, can come across as annoying and demanding. Passion is frequently challenging for women due to this double bind, but they must be assertive to bargain. So, what options do you have?
Make sure your contributions and the company’s goals align.
Explain how your contributions will boost the company’s profitability. Also, how you’ve aided past employers to make a case for a more significant wage. If your work has no direct impact on the bottom line, use another indicator to demonstrate your value. One of Gremillion’s clients, a nurse, was able to get extra money. She highlighted the number of patients she could triage and care for in an emergency and the excellent patient satisfaction scores she obtained.
Inquire about non-salary benefits.
You can also request non-monetary benefits such as flexible work hours or funding for professional development. According to Gremillion, explain how these perks will boost your productivity or competence and how this will benefit the organization as a whole. “I do my best work when I feel respected,” to put it another way. Giving me the flexibility and trust to work from 7 a.m. to 3 p.m. would make me feel valued when I am most effective.
However, avoid requesting additional vacation time. Hiring supervisors might not be thrilled that you’re considering taking a break from work during the offer stage.
Think Beyond Yourself For the Wage Gap
Women Salaries Negotiation Tips is a topic beyond one woman and it is about all women. You should feel confident in your ability to request more money because you deserve it. If that’s a barrier for you, consider how your decision may influence others, says Claire Wasserman, founder of Ladies Get Paid, a group that helps women advocate for themselves at work. Consider a friend or family member who would be proud of you for taking the initiative. Consider how negotiating can boost other women’s confidence and help close the wage gap.
You can even act as if you’re bargaining on behalf of a friend. According to another Harvard Kennedy School study, women who did so requested about $7,000 more on average than women who negotiated for themselves. Of course, dealing for oneself is quite acceptable.
Kristin Wong, a freelance writer and journalist located in Los Angeles, says, “One significant hurdle for me was just realizing: I’m not greedy, I’m not extremely aggressive, I’m not ungrateful for this work.”
Authored by Afifa Maryam Siddiqui
Edited by Yara Fakhoury
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