{ "media_type": "text", "post_content": "Do you all think your compensation matches your counterparts that are on the same level and experience as you?", "post_id": "5acfb5e6a2607e0018600486", "reply_count": 22, "vote_count": 0, "bowl_id": "58f82700c1ca28001625dc30", "bowl_name": "Black Consultants ", "feed_type": "bowl" }

Do you all think your compensation matches your counterparts that are on the same level and experience as you?

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Nope not close. In fact being a woman i think it’s significantly less than the men

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Nope. Sure don’t. Not sure what to do about it other than leave the Firm. Thoughts?

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At MBB, yes for base salary across all levels.

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Absolutely not. I know for a fact. I had an internship with one of the big 4 and I was shown a spreadsheet on the schools they recruit for for different lines of service and their potential starting salary. I’m always pretty stumped when it comes to this topic ....😩😩😩

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I like to think it does. I find it hurts my performance to think otherwise. I wouldn't be surprised if it didn't.

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Yep. I think it’s fairly transparent at PwC as well. Haven’t felt a need to ask others or compare salaries since my first year.

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Didn’t find it all equitable at PwC when I was there so glad to hear they smoothed that out. So much variance across practices and even within practices.

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I actually make more than some of my colleagues at my same level due to relevant skills and such

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Nope. I am a SME and Manager in my area (shrugs) that my counterparts constantly come to me with questions or requests to brief internal colleagues in area
Even after I share where they can obtain info for future reference. I like being a "source". At times requests do not require analysis.

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not quite

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@A1 I’m feeling that

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Yes starting salary was standard as well as increases for my ratings so far.

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I think I do, but I'm sure there are probably some both higher and lower than me for whatever reason. This year when we get comp decisions, we are supposed to also find out where we are on the band for our level - not sure how detailed that info will be (E.g., years in role, years of experience, etc.) but it will be nice to see where I fall. There's also been talk about intentionally looking into any differences in pay in regards to women and URMs, and factoring that into any potential salary increase (tbh I think that is more of a risk management decision than anything else, but I'm not complaining).

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If you don’t believe you make as much as peers in the same level, why do you think that is? Was negotiation not successful?

My first offer coming out of college, I realized I low balled significantly and they didn’t budge on base. Kicked myself for a long time.

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What, if any, approaches did people take to ask for more? Has anyone asked their leadership or gone to HR?

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@BCG1 how do you like your firm overall?

D3 - are you consulting? Where did you hear you are going to get band information?

M1 yes - and this is coming out of RPM 2.0. I don't think we'll get info on the full band, but I believe we'll get some sort of percentage about our salary relative to peers. Maybe something about it being either equal to or above / equal to or within the same range as x% of practitioners at your level.

No, but I'm changing that.

I left in 2016 and the range of pay within my practice area was all over the map even within similar skill/education levels. Many folks grossly underpaid and the system didn’t seem to care so much about bringing those folks up to parity (myself included)

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