A salary negotiating poll found that one-third of women never ask for a raise at work, while only one-fifth of men do. Women appear to be less inclined to compromise since they are more adaptable and do not want to be perceived as combative.
They also do not have the same level of job stability. They are afraid that asking for a raise may result in their employment being terminated. Despite their poor income, they often wish to be seen as courteous.
Women, according to pay experts, must first prove their worth or demonstrate that they are deserving of a raise before requesting more (if they ever do). On the other hand, men, on the other hand, do not feel forced to demonstrate their worth in compensation negotiations, and they expect and seek good offers.
Closing the gender pay gap will become much more difficult if women do not start negotiating for a better pay package.
Women are less likely to ask for more money when they are offered a job – Why?
According to a Glassdoor survey, 68 percent of women do not negotiate pay, while 52 percent of men do. Men are three times more effective negotiators than women. Women's reluctance to bargain when they are unsure of their ability appears to be preventing them from doing so. According to one study, men are more likely to negotiate a salary and are more aware of negotiating social customs.
Another reason women avoid negotiating is that they are more likely to be penalised than men if they do. If women negotiate, they are more likely to face retaliation, making them even more hesitant to speak up.
Women are sometimes reluctant to negotiate because they undervalue their abilities. Women who achieve greatness frequently doubt their own talents, which leads to bias in any field.
Negotiation is required to close the salary gap between men and women in the workplace. Unless women band together and actively negotiate their job offers, they will have to accept lower incomes and starting salaries.
What matters more – Skill or Gender?
According to the principle, individual professionals' remuneration should be based on their expertise, competence, and the value they offer to the organisation, not on their gender, ability to negotiate, or wage history.
The salary disparity between men and women in India continues to widen, despite the fact that women put in the same amount of effort and have very similar or the same talents as men.
This is particularly unethical because talents and abilities should be appreciated equally and fairly regardless of gender.
Wage discrimination arises when people with the same qualifications and work experience perform similar jobs but are paid differently. In India, women earn substantially less per hour than men. When comparing and averaging the entire working population, segregated by gender, wage disparities can be as small as a few percent. These differences are formally considered. On the other hand, are these reasonable? No, it is incorrect. In practice, it appears that women are squeezed for time in order to earn (much) more money. Most people have more to do than just work for a living when it comes to domestic chores. On occasion, men sexually harass women, which can have negative implications in the workplace, such as leaving a job due to stress. A variety of factors influence women's career choices. However, both men and women agree that these numerous options are totally suitable. Women's decisions have (long-term) effects that limit their earning potential.
How to Negotiate Your Salary
- Analyse the job and the company
Examining the job and the employer is an excellent way to determine whether you can negotiate your employment offer or how far you can go. Inquire about the compensation policy of the company you're interviewing with if you know anyone who works there. This information can be used to your advantage during a pay negotiation meeting.
- Understand Your Market Value
Do your research before negotiating your pay. Find out how much people in your field, particularly men, make. Speak with recruiters as well as other males to gather this knowledge. Don't be afraid to inquire about wage surveys conducted in your field by contacting your professional organisation.
Use the information you'll receive to compare your earnings to those of co-workers with similar abilities and experience. Take the time to determine what reasonable compensation is for someone with your qualifications, and don't accept anything less.
Knowing your market value will help you defend yourself if you are charged with a fraudulent crime. You'll show up with a plan and a confident demeanour.
- Enrol in a Salary Negotiation Training Program.
These programmes provide women with the tools they need to combat the negative impacts of the wage gap. They plan to teach participants how to recognise wage disparities between men and women, as well as provide them with the skills they need to succeed.
This type of programme assists women in putting their best foot forward, whether they are starting their first job or changing fields. Women are taught how to properly negotiate for their own salaries and perks. Training is one component of a broad approach to achieving salary equity, which also includes lobbying and extensive research demeanour.
- Highlight Your Skill Set
Set out to demonstrate that you are as valuable as, if not more valuable than, other people in your profession after learning how much they are paid. By broadening and proving your skill set, your interviewer/HR manager will recognise that you are a valued asset. As a result, when the time comes to negotiate your salary or request a raise, you'll know why you deserve it.
- Make your opinion known
Negotiation is nothing to be afraid of. Even if talking about money makes you feel awkward, and especially if you're asking for more of it, you should endeavour to overcome such feelings. Remember that you are only being paid the fair market value for your labour. If you don't ask for it, others will give it to you.
Don't worry about coming out as demanding or arrogant. In reality, negotiating might help you make a better first impression. You'll demonstrate that you know exactly what capabilities you have and are confident in your abilities.
Juhi Bose, Founder Director at Talent Resources, said, “Women are emotional aligned, so they appreciate perseverance, hard work, and loyalty. Thus, even though they are essential to every job, they believe that they should be paid accordingly. However, if they are not given the appropriate response, they need to negotiate.”
Juhi layouts some practical steps and strategies for women while negotiating salaries :-
- To maintain the focus on the job description and their ability to complete it.
- The present income, the most recent evaluation in the current position, and a realistic increase within market norms based on these data
- If relocating for a new job, an appropriate raise might be requested in addition to the wage increase.
- The logic and reasons behind asking for a raise should always be based on what you deserve and what you can achieve, not on what someone else requires.
She further said, “The market norms for raises in the event of a job move range from 20% to 30%. An additional 10-15% in the case of relocation. The above values can change and be considered extraordinary depending on supply and demand conditions. The premise on which you are asking for an offer is crucial in negotiations. It could be a critical skill or a collection of skills that led to your selection, and you should be aware of it. Then getting what you desire becomes a piece of cake. In negotiations, you need also be cautious because your behaviour regulates you, and you should command rather than demand.”
