Maybe you thought that you were earning a decent salary at your job. But recently, you realized that you were being underpaid compared to your male coworkers who hold similar positions. Perhaps you talked to one of your coworkers about your salary and were shocked to hear that they were making significantly more than you.
Or perhaps you told one of your coworkers that you were thinking of asking for a raise. Then, you find out that they already made far more than you wanted to ask for, even though you have the same title and tenure at your current workplace.
Advocating against a gender pay gap in the workplace can be emotionally difficult. However, you don’t have to simply accept lower pay for doing the same amount of work. Here’s how to navigate negotiations and ensure that you’re paid fairly.
Talk to Your Coworkers
You might have already talked to one or two of your coworkers about their salaries. Now, it’s time to expand the conversation. Get in touch with the women and men at your company who share similar titles to yours and who have been at the company for about the same length of time. Choose a few people whom you feel comfortable asking about their pay. You need accurate numbers for comparisons.
Research Salaries Outside of Your Company
Next, take a look at the average salaries for similar roles at other companies. It’s a good idea to collect figures from businesses across your industry. This will give you a solid data set. Compare your own salary and benefits package to the offerings from job listings in your industry to see if your company measures up.
Document Everything for Evidence
Make sure to document everything you’ve found about salaries and benefits between male and female coworkers in your company, and for comparable roles in your industry. Before talking to your company’s human resources department or your own supervisor, you will need to have “evidence” to present that you can use to prove your point.
Practice Negotiating with a Mentor
Talking to a higher-up about your salary can be intimidating. This is especially true if you have a potential discrimination issue on your hands. That’s why talking it over with a mentor, and even practicing your negotiation process with a script, can be so helpful. If you have a mentor, now is the time to reach out to them for guidance.
Consider Forming an Employee Resource Group
Depending on the outcome of your negotiation, you may be heartened by how the HR department has chosen to move forward. You might choose to stay at your current company and accept a raise. How can you ensure that other women at your workplace feel comfortable negotiating for higher pay in the future? Starting an employee resource group for female employees at your company is one option. You can support each other and connect new employees with mentors.
Seek Out Competitive Offers
What if you’re disappointed in your company’s response to your negotiation efforts, and it’s clear that they will likely continue underpaying female employees? It’s time to start looking for competitive offers. Polish up your resume first!
You can even start putting out applications for new jobs prior to negotiating. If you do receive another offer, you may want to bring the letter to your negotiations. This can demonstrate to your supervisor that your skills and experience are worth more than what the company is currently paying you.
—
Are you struggling to get fair compensation at work? Talking to a therapist can help. Reach out to us to discuss your options for scheduling your first session for women’s counseling.