Women, Unlock the Courage to Negotiate a Higher Salary: Here’s How

Despite statistics showing that female employees consistently earn less than their male colleagues over time, many women remain intimidated by the process of negotiating an initial salary raise, even after being presented with a job offer. Yet the gender pay gap doesn’t exist simply because women aren’t negotiating their salaries high enough. Employers have a long way to go toward equalising pay between female and male employees. Until this pay gap is eliminated, however, it falls to women to make sure they negotiate the salaries they deserve.

A Harvard University study shows that when job announcements state salaries are negotiable, women and men are equally likely to negotiate.  However, when this statement is not included in the job description, women are less likely than men to negotiate their salary. Regardless of whether a job description says salaries are negotiable -- it never hurts to ask! 

So women, regardless of where you are in your career, here are a few key tips you can use to unlock the courage to negotiate a higher initial salary offer.

Key #1: Calculating the Big Move

Are you moving across the country, or continent to work for your new employer? Even a move between cities, from New York to Washington D.C., for example, could generate a hefty bill in moving expenses.  Before accepting the initial salary you are offered, calculate how much it will cost for you to pay movers, rent a UHaul, or buy a plane ticket, etc. to arrive at your new job. Perhaps you have not had a chance to secure an apartment in your new work location and you plan to stay in a hotel or Airbnb until you find a place that works.  All of these expenses can be added up and communicated to your employer when you negotiate. 

For example, you could say, “I am very excited about the potential of moving from city X to city Y to work with your organisation.  I completed a cost estimate for my moving expenses and cost of living adjustment between city X and city Y and would kindly like to request a salary increase from (initial offer here) to (insert desired amount here) in order to account for the necessary expenses I will incur as I start a new future with your organisation.”

Key #2: Are You Adding to the Firm’s Diversity? 

Companies and organisations are ever-conscious of recruiting more women, people of colour, LGBTQI+, and those with disabilities into their workforce in order to benefit from the range of views, experiences, talent, and innovation held by such often-underrepresented groups in certain fields. Women in male-dominated professions, and women of colour especially, can voice their intention to recruit others from similar backgrounds to the company’s advantage as it strives to boost the diversity of its workforce.  

Simply enough, women and/or people of colour in any organisation are often the most powerful recruiters of other successful job candidates with similar backgrounds. Companies already know this, and frequently tap women and/or people of colour to represent their organisation at diversity job fairs, conduct recruitment talks at their alma maters where other candidates with similar backgrounds can be found, such as Historically Black College and Universities (HBCU), Hispanic Serving Institutions (HSI), and predominantly women’s colleges.  

In the United States, companies also ask employees of colour to participate in or even organise office events related to Black History Month in February, women and gender, or cultural holidays. Even after work hours, such employees are even asked at times by employers to put on a good face and represent the firm at external events related to gender and diversity.  

Informally, countless female and/or employees of colour are often approached by other prospective job candidates wishing to discuss the atmosphere of the organisation and whether it provides an accepting environment toward women and people of colour.  This is also a way for employees to support and guide the entrance of diverse candidates into the industry. All of this extra engagement outside of your job description on behalf of the firm is valuable time that deserves commensurate money.

Of course, not every woman and/or person of colour will want to participate in recruitment and diversity outreach on behalf of their job, and nor should anyone feel pressured to. If you are someone who is enthusiastic and comfortable with engaging in these opportunities on behalf of your potential employer, why not let them know from the outset as you negotiate your salary higher? Letting the company know you intend to work both during and after work hours to diversify its candidate pool and future workforce will only make them look good, and you look great!

Key #3: Be Blunt and Upfront 

Data used from the U.S. Census Bureau starkly reveals both the gender and ethnic pay gap between women of colour and white women, whom, at varying levels, earn significantly less than white, non-Hispanic men in America. If needed, women can put forth this data to their potential employer to negotiate the salary they deserve for their skills and experience, and better ensure it is equivalent to initial salaries offered to their white, male colleagues with the same skill set and education level.

After receiving an initial salary offer, it never hurts to ask your potential employer which factors they used to determine it. Many Human Resources (HR) departments are responsible for calculating salaries, and if the organisation is large enough, it can serve as a “buffer” between you and your potential direct supervisor from salary discussions.  

Often, HR chooses experiences from your resume that calculate into your salary offer as “relevant experience” yet discount other work experiences. You should feel empowered to ask which experiences from your resume HR counted, and which experiences from your resume they did not count. Once you hear back about which of your previous job experiences were not counted, you can then craft an argument for why one or more of the jobs should be calculated into your overall sum of “relevant work experience” by offering more detailed context about the responsibilities and skills you gained. Be sure to justify how those skills meet the requirements of the current position you are being offered.

Essentially, negotiating a salary prior to accepting any job is often the best and sometimes the only time you will be able to do so. Take that chance! A few extra thousand dollars added to your initial job offer can offer significant upward mobility over the course of your career.

Making a big move, recruiting for your firm, or showing how past work experience relates to your new job are just a few strategies you can use to negotiate a higher salary, but there are so many more! Before accepting an initial offer, take time to reflect and think of your own special skills and assets that you intend to bring to the job and discuss them with your potential employer during your negotiation. I know it may seem daunting, but the company wants you for a reason! The “worst” that could happen is that you keep your initial salary, but it will be great practice for any future pay-raise discussions.  It’s also possible that you’ll get a partial amount of the extra money you are negotiating for. After all, an employee who demonstrates that she can negotiate effectively within the organisation, shows that she can negotiate effectively on behalf of the organisation. 

Published 27th October 2019

Author: M.J. Crawford

PHOTO OF M.J. CRAWFORD

M.J. Crawford is a contributor to the Zig Zag and holds an M.S. in Foreign Service from Georgetown University. M.J. is currently based in the Washington D.C. area and has lived and worked in Istanbul, Moscow, and Chisinau, Moldova. All views expressed are her own and do not reflect those of her employer.