Recognizing the injustice of this gender gap, many women boldly appear at the negotiating table and ask for more money. But do they really get what they ask for? Results from the Soko-Edison referendum show that 37% of men and 36% of women have applied for a raise – exactly the same. But 82% of those men got the supplement they requested, compared to only 74% of successful women.
It is an unfair fact that Shakira M. Nelson, PhD, MPH is well aware of. After submitting several job applications, she was given the opportunity to dream of addressing health disparities in a government position. All he had to do was discuss his recruitment package. “My counselor advised me not to ask for more money which was outside the entry level for work,” Drs. Nelson says, “but let me ask for some kind of support and other things that my colleagues in similar positions had. They have been able to get their first job in government.”
So he did. The human resources department rejected Dr. Nelson but, encouraged by his mentor, the 39-year-old government scientist approached a man who would be his direct supervisor – a black woman – to ask if he could. attorney on his behalf. Instead, the woman told Dr. Nelson that he had to work his way up (as he did) and felt that Drs. Nelson was trying to elevate himself to a position he had not yet found.
“I got a call from HR where they said this person decided to go the other way with the job, and they would no longer need me to take that position,” Drs. Nelson remembers. “I was very disappointed.”
Dkt. Nelson, like many women of different races, recognizes that in addition to the fight against gender bias in the workplace, they will also have to deal with racial discrimination and openness in almost every aspect. Although Black and Latina women apply for promotions and promotions at the same level as white women, they often get negative results. A report on Workplace Gender, Gender, and Meetings, released by the Center for Women and Business Center at Bentley University, proves that despite major career goals, they are less successful than white women when it comes to pay and promotions.
This fact is why the common saying “The worst they can say is no!” has very different meanings for women of color. Jacqueline V. Twillie, conversation consultant and author Don’t Leave Money On the Table: Negotiation Strategies for Women Leaders in Men-dominated Sectors., notes that women of color, especially Black women, must negotiate a higher level of preparation and self-awareness. He advises them to see the conversation as a conversation, not a war — and to possess their courage.
“When we talk about emotions, sometimes that’s just as bad as being aggressive,” Twillie says. “When we claim to be ourselves, that can also be misunderstood to be aggressive. So I tell women that they need to be aware of the misconceptions and call them through dialogue … so you will hear me pretend to ‘handle any conscious bias that may be there, and also to rejuvenate the conversation by calling it what it is. “
There are two levels, admits Claire Wasserman, founder of Ladies Get Paid. “You can act assertively, but you can be seen to be harsh because you are acting outside the social norms of how we expect a woman to act,” she says. “Of course, women of color are placed at the highest level.”
There is a fine line that women are asked to tread on when discussing their salaries or applying for a raise, Wasserman admits — one where they are expected to humbly demonstrate individual success and leadership skills without hiding unity. That is why she encourages women to use their storytelling skills, to give testimony or any visible opinion, to support their arguments. “If you can really show who you are in the work you do, how you work, how you think, your great strength – be it compassion, or patience, or [you’re] detailed information, or your ability to help other people – that will make you look better. “
Ariel Lopez, a professional coach and CEO of Knac, suggests incorporating all conversations as a value addition, not from a place of despair. “Employers will be more likely to meet your needs if you can recognize your potential and / or how you are a person to add value to them,” Lopez says.
Lopez, Twillie, and Wasserman emphasize the power of preparation. For example, an in-depth study of the person you are talking to can help you personalize your approach and determine how much salary increase you should expect. Another tip: Know the job market level, even if it’s a remote position, and always offer a pay rise instead of a fixed number (which limits your ability to negotiate). Lopez offers a simple formula for calculating your ranks: “It should always be 20% more than your basic salary, minimum. Suppose you get $ 60k now. I’d say you want to make $ 80 to $ 100k in your next job.”
Although Bronx analytics general manager Coy Griffin was able to secure a $ 45,000 salary increase by 2021, even rising from an analyst to his current management position, he could witness the challenges women of color face when they ask for more money. “Once I found out I was doing unpaid work, I talked to my manager and told him my concerns,” he recalls. “I said, ‘I know the additions are coming and when I look. What people are doing in our industry, I would like a salary of $ 70k, a minimum.”
When the 26-year-old’s new manager returned with a $ 5k increase, Griffin resigned his analyst position, describing the situation as “a slap in the face.” He would then go to the position of chief analyst, where he was able to discuss the most useful package. Although he ended up resigning because of poor working conditions, the Afro-Honduran professional accepted an offer that paid $ 30k more than his last position. She thanks for updating her profile to include her fashion technology consulting agent with a nonprofit company, updating her LinkedIn with appropriate validation, mentioning existing links with interviewees, and emphasizing her leadership skills during the interview process. “When I got into the interview, I made sure I re-emphasized my level of experience,” he says. “I was not ashamed of him at all.”
As the statistics show, you can do everything right and still not block the elevator or position sought because of bias. Although Nelson will always remember professional contempt, he has continued to excel in his industry and vowed not to repeat what he was subjected to: “I remember telling myself that as Black people in the world of work, especially as black women, I need to know how I work with those who come under me. so I do not continue the same habits and downplay their methods of work the same as how someone tried to bring me down. “
Despite academic nos, there will always be opportunities that await you, Twillie says. “If one company or organization gives you an offer, there will be other offers coming. It’s not a zero game.”
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