![]() A contradicting study highlighted in the Harvard Business Review, however, indicates that there may not be as pronounced a gendered difference in negotiation and that women are just as likely as men are to ask for higher salaries, but may be less likely to get what they ask for. A report by CNBC suggests that 60% of women say they’ve never negotiated their salary – and many quit their jobs instead. Finally, talk about compensation and benefits with Human Resources at your organization, as well as others in your professional network to understand the wide range of options for benefits that you could avail and negotiate.Īrmed with market data and equipped with a deep understanding of your organization’s requirements, you will be better equipped to negotiate pay and promotions. ![]() Next, if you are not already doing so, schedule performance management conversations with your manager or skip-level meetings to identify potential skill gaps that you may have in your profile as well as understand possible opportunities for future growth. A good way to begin is by looking up market reports for pay for positions like yours at comparable locations. Learn about how the pay gap may impact your profession. The first step one can take towards championing pay parity is to educate oneself. While pay discrimination needs to be addressed through legislative and organization-wide reforms, here are three ways in which individuals (and thereby, teams) can take a step towards becoming Equal Pay Champions: 1. CNN Money reported how female computer programmers are earning only 72 cents for every dollar that men in similar positions may be making. While this inequality may seem distant and improbable to affect engineering roles, data shows otherwise. A study by UN Women found that, globally, women earn only 77 cents to every dollar earned by men for work of equal value. Disproportionate pay impacts women in nearly all fields of work. While there has been some progress on bettering pay parity, the United Nations reports that at the current rate, it is still going to take over 250 years for women to be paid equal to men. Among many others (like these highlighted by the International Labor Organization), women typically have lower likelihood of access to resources (such as schooling, or ability to be part of unions), face occupational segregation and stereotyping which impact their career trajectories, are likely to have several interruptions to their careers (e.g., to have/raise a child) and are also more likely to face pay discrimination. There are several reasons for the wide gender pay gap. ![]() Essentially, this translates into women working an EXTRA 3+ months this year to earn equal to what men made last year! As you finalize your contracts and get excited for your new roles, remember to do your research into understanding how your pay compares to market standards.ĭid you know that March 24th is Equal Pay Day?Īccording to the National Committee on Pay Equity, the date symbolizes how far into the year women must work to earn as much as men earned the previous year. Some others are eyeing summer internships and co-ops, while many of us may be closing out yet another fiscal year at our current organizations. Several of us are looking to graduate and join new jobs for full time positions. March is coming to an end, and we are inching (slowly, but surely!) towards summer.
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