How to Ask for a Pay Rise as a Woman
A Useful Guide To Fair Pay
In today's blog post, I want to share some insights around the topic of the gender pay gap and explore ways in which women can confidently ask for the pay they deserve. Despite the progress we've made, this still affects women across different professions and it’s important for us to acknowledge these discrepancies.
I recently interviewed Amy Williams, a Managing Director within the technology organization of a large financial services institution for my Penny Dee Podcast. We discussed a number of practical ways to address this eternal topic and explored a number of different scenarios and how to tackle them with dignity and grace. From handling interviews, addressing existing pay disparities, and negotiating fair value in the workplace generally, her in insights were invaluable.
Scenario One - Preparing for an interview when no salary range is published
Often a grade or starting salary is published, but not the actual range. Start, with some market research, you can utilize various resources such as recruitment consultants and websites such as Glassdoor give indicators of the salary ranges for similar positions. Then if you feel satisfied it is in your ball park, how do you maximise the salary potential? Simply ask direct questions about salary expectations during the interview process, treating it as part of the mutual exchange of information.
Scenario Two – You have been in post for about a year and you are coming up to your annual review
In preparation for this meeting, gather data to support your request for a pay increase. Start by researching external benchmarks (see above) and try consulting with own HR department to help with an internal benchmarking exercise to help you to make a solid case. Approaching the conversation from a practical and professional manner, discuss your aspirations for fair value, potential areas of improvement, will all ultimately help get the grade you deserve.
Scenario Three - Navigating a difficult scenario
In challenging situations, such as discovering a significant pay difference with a peer colleague, it is imperative to maintain composure and avoid emotional reactions. I do appreciate you may feel annoyed or even deceived so it can be a tough ask. This is where we double down on your dignity and grace, as it will be required should you find yourself in this scenario. Engaging in a direct conversation with your manager is first next step, it will give you the chance to make your awareness of the disparity known to them and your desire to find a resolution. Keep the focus on finding a collaborative way forward rather than assigning blame or becoming confrontational.
If resolving the pay disparity as things stand seems unlikely, try and zoom out and take a wider view. Consider non-monetary benefits, work-life balance, and growth opportunities when evaluating my role with that company. Then, invest time in your personal development, seeking feedback from trusted colleagues or mentors. Focusing on growth, acquiring necessary experience and skills strengthens your position in future negotiations.
Making Things Fairer
What improvements can be made to make it fairer all round? Companies should consider three initiatives. Firstly, publishing gender pay gaps by grade and hierarchy helps identify prevalent disparities. Secondly, disclosing salary ranges with the corresponding skill and experience levels provides employees with guidance and clarity for their career progression. Lastly, establishing a mandatory feedback mechanism can help companies understand the reasons behind pay discrepancies and provide opportunities for growth and equal reward.
Conclusion:
The gender pay gap remains a persistent issue, but through informed and empowered actions, we can work towards fairer compensation. This guide is a reflection of my personal experiences and my conversation with Amy and I hope it offers practical advice for women to prepare for interviews, address pay disparities, and negotiate for their true worth. By utilizing research, seeking feedback, and engaging in open conversations, we can confidently approach discussions about our value in the workplace.
Advocating for fair compensation and shaping a more and equal workplace for all will only be a good thing for everyone.