HOWTO: Negotiate Fair Pay

Let’s face it, women don’t get paid as much as men. Why is this? Aside from obvious reasons like “Men are sexist douchebags” there’s also the fact that fewer women negotiate when it comes to things like salary offers or their yearly raise. Why? Who knows. The point is, it’s appropriate to negotiate. If the men in your office are getting paid more than you are, put a stop to it with a few negotiating tips from Bankrate.com:

•State the behavior. Say that you are not being paid the same as other employees with similar performance.

•Tell how you feel without getting too emotional. Wahhh, you want money. Don’t complain, just say, “Being paid less than other people makes me feel under-appreciated.” Don’t say you need the money for your Aunt’s goiter.

•Determine your options. Have a solution ready. Tell them what you want, but don’t try to bankrupt the company.

•Strive for a positive outcome. Don’t be a negative creep.

Go get ‘em, tiger.

Negotiate your way to fair pay
[Bankrate.com]

Comments

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  1. Magister says:

    At my Co., you aren’t supposed to know others compensation. You aren’t even supposed to discuss it, as it generates negative feelings. How does a woman know she is getting paid less? And what happens you when you say ‘Well I know that Jim gets XXXX but I only get XXXX.’

    I think you will start sounding like a whiner..

  2. missdona says:

    In that case, go for Salary.com’s midrange figure. If it’s way over what you’re making that’s leverage.

  3. RumorsDaily says:

    Ha, it only generates negative feelings if they aren’t valuing people properly.

  4. Trai_Dep says:

    Before entering any kind of negotiation, I ALWAYS strap on my strap-on. Never fails.

    Oh wait, I’ve already got one. Never mind!

  5. KesCaesar says:

    Thank you for posting something like this! It’s balanced, fair, and not misogynist or misthanthropic. I’m a “equal, but different”-type feminist, so I try not to step on any toes, but it *is* very important for women to assert themselves and demand equal treatment as the law provides.
    This is a great entry that signifies what, in my opinion, is best about this community – an honest attempt to get the consumer, (and in this case, the employee), what they deserve without resorting to stereotypes or dumbing-down.
    Gizmodo should pay attention; they might learn something about how not to antagonize female readers. :)

  6. Magister says:

    At my company, we (even us guys) feel like we dont’ get paid enough. It isn’t a function of gender inequality here. But how would I be able to justify antaginizing my boss to accuse him/her of sexism? Especially if it starts up a try HR nightmare and I turn out wrong. Who wants to be known as the ‘a$$*&@#$’ that stirred it up?

    Now if you KNOW specific salaries, then go for it.

  7. Echodork says:

    Companies don’t want you discussing compensation with your co-workers explicitly BECAUSE management doesn’t want to have to make comparisons between employees.

    If you’re going to put the question to your boss, you’d better make damn sure you know the employee you’re comparing yourself to. If your boss has any ammunition… if Jim is there weekends, if he hits more quotas than you, if he’s been with the company longer… your plan will backfire, badly. Not only will you not get the pay increase you’re looking for, you’ll be branded “not a team player.”

  8. Ben Popken says:

    Franny writes:

    “I’m the head of HR for a good-sized company, and I’m here to tell you that if all you brought me was a salary.com survey, I’d laugh you out of my office.

    Salary.com individual surveys are notoriously inaccurate, and usually are about 20-25% higher than local market for any industry. If you must use surveys, go with a range of surveys from professional organizations and bring in ads for similar job openings in the area that show their starting wages.

    I’m a woman, and I’ve found the best way to handle this conversation is actually around the value you bring to the company, and the value you want to continue to bring the company, not “surveys say I’m underpaid or Joe makes more.” Do keep it upbeat, do keep it professional and brief, and do listen carefully to your manager or HR when they respond. The best time to get yourself a big honkin’ raise is when you’re first hired – lots of companies (not mine) have pay grades and maximum raises after you get on board.”