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@CD 1, women who do try to demand more get turned down more likely than men because it seems unsavory if a woman asks for more. Oddly enough when men do it, they look smarter for it. How about women ask more and management makes a point to make sure there's an equal amount of "yes" to both genders? Once that happens, women will learn that asking doesn't have a consequence and aim for higher.
@CD1 I don't think AD1's suggestion is moronic. It's a bit optimistic, sure. But it would create an interesting dialogue, nonetheless. I don't think shareholders care who gets paid what as long as it doesn't affect their bottom line. This is an issue for management, not them. What I do think is interesting, though, CD1, is your sort of brash statement above about you either taking pay cuts or women demanding more money. It shows, plainly, that you've never experienced the struggle of having to argue for 78% of your worth. We do try to make salary demands on your level. And then someone says, "Oh, well we really can't do that. This is the absolute best we can do." And you trust them at their word and take the salary. And then they hire a guy and pay him well above you two months later. That is, really, how it works. And oh! When you're actually at the job, trying to produce some damn fine work, you have to fight twice as hard to get the credit for it. Men swoop down like seagulls picking up bits of your creative ideas and parading them as their own. You get talked over. Constantly. They don't look you in the eyes when they speak to you. Your boss takes your male coworkers out for drinks. They bond. And then they get promoted. They get salary increases. You say you are underpaid. They make promises you know they'll never keep, and then you get another offer for 78% of your worth from another company.
I'm a woman and I can confidently say I make exactly what men have made in every position I have had. I do my research, I negotiate for 2-3 rounds and overall I won't accept a job that pays lower then my findings. If this is happening to you it's 100% your fault. It's business. Every company will pay you the least possible they can get away with. My best advice to you is to read a few books on negotiation and take responsibility and go after what you want. When you're interviewing you start with a clean slate and have the opportunity to go from timid to guns blazing without any judgement or anyone's prior knowledge - take advantage of that.
AD, run that argument by the shareholders. Seriously. Say that out loud. That's straight up moronic.
I am sure some women make more than men with the same title and responsibilities.
Would love to find out how you figured out the pay discrepancy. I randomly found out that my male colleague with less experience was making $10K more so I just quoted his salary when I left, but completely in the dark where I am compared to peers now.
In the U.K. you do and it can be for up to a year..
Negotiation does matter somewhat, but once you have kids it's about temporal flexibility, as This Freakonomics podcast explains: freakonomics.com/podcast/the-true-story-of-the-gender-Pay-gap-a-new-freakonomics-radio-podcast.
@modvenger that's the stupidest thing I ever heard. Most women get 6 weeks paid and take another 7weeks unpaid family medical leave act. Look it up- it's not just for matleave and is used by both men and women. It has zero to do with the salary someone should get. Before you manage people begin to understand the laws and maybe a little bit about motivating teams through being sensitive to all situations they deal with inside and outside of work. It usually goes a long way in building loyalty.
Seriously, as a woman how do I ensure I am matching the pay of my male peers besides flat out asking (which I don't want to)?
Ask.
No. You have to say the words. They are notmind readers
NOBODY. You have to earn it 3x what men make
I do think the fact that women go on maternity leave is strongly related to that. and that is fucked up.
I can't speak to raises, but entry level at iProspect was identical regardless of gender. Not sure if that's the same for all of DentsuAegis though
@MVS1 depends on your state, but there are protections in Illinois. You can't be let go for sharing salary information in this state, last I checked.
We're undergoing a gender pay gap review but levels are equal regardless of gender in my team and sure that's same across the agency. It's something taken very seriously. IMHO any variation over time should come from performance in role, you can't reward av. just based on gender.
ACD and AD, God I wish I lived even half as charmed a like as you seem to think I live. You think my boss (a woman) and the president (a woman) haven't talked over me in meetings? Or how about the 5 years at another agency where the ECDs had a gaggle of their friends (all women) on staff and would go out to lunch for 2.5 hours a day? They even had permalancers on staff just to keep them entertained! And of course they took all the credit and of course they'd exclude me. This industry is now majority women, and not coincidentally wages are stagnant. You want things to change? Change them. But be careful what you wish for, because if they standardize wages for everyone, trust me, you will not like it.
Sorry should have been @publicist not @modvenger!
I don't understand how 9 months of maternity leave isn't calculated into salaries. From a pure mathematics standpoint I never understood.
@Strategist1 - glad to not have you. Minute things don't go your way, blame it on your gender. Great strategy
Honestly the women i know in the industry are far more likely to ask for more, ask to have clear expectations conversations and demand transparency with them than the men.