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I would advise that you don’t let them know that you have evidence and instead make the case for yourself to get a raise based on your own accomplishments.
It is a much stronger argument to list all that you have achieved for the agency and client, then tell them the amount you want to get paid or percent raise. Now you can ask for a higher amount with more confidence now that you know you are underpaid.
If you say Billy gets paid such and I deserve the same, it is not as strong as an argument and sets you up to simply match his salary when in likelihood you need to make more to catch up for the wage gap, so ask for more!
I’m not sure why you think this advice would be different from a bias/non-bias situation.
I am a woman who has had to fight for a higher salary. I have found that saying “Billy is making more than me, give me the same” is a good way to maybe get a salary equal to Billy, which is short-sighted. You need to get more than Billy to make up for lost time, especially if you are working harder than Billy. I encourage all employees to know the market rate and their worth. Women and POC tend to get screwed so we should be frequently evaluating and keeping track of our accomplishments so that we can use them in our favor for our career.
Let’s be real, if agencies gave a true damn about wage equality they would publish salary breakdown by gender. But none have... they only try to self-correct without publishing details to avoid lawsuits. And that sadly is why we cannot rely on them to correct wage inequality even when it is pointed out to them.
This happened to me once. I had the proof but didn’t ask for a raise because such and such got it. I found out my partner was getting bonuses and asked for a bonus on something exactly the same and was refused. That was it for me.
They say men ask for raises without explaining how hard they worked and women build an entire presentation to explain the rationale for a raise.
You don’t need to heavily explain why...you just need to go ahead and ask
I’d suggest it, though it’s a completely different world. Academia is excellent for flexibility in time and good pay, but it still lingers with politics and a ton of issues with race and gender. The longer you stay in academia the harder it is to return to corporate.
I definitely make it my business to talk about gender and race issues in class. Students are often forced out of comfort but they also learn a great deal. We need more professors to address this in the curriculum and the knowledge you bring from the marketing field really helps students
Depending on where you are you have a legal right to even ask if your comp is on par. It’s also illegal to penalize or restrict people for sharing compensation information.
Suggest you ask for a review because of your performance and you know you might be paid less than your peers — including several men who are being paid more. Explain you do not want to name names to put other people at risk even though you know it is illegal to keep people from sharing pay information.
Ask for an adjustment based on market rates (there’s a Cindy Gallop bot I think on Facebook still), and their criteria to get you where you should be.
It’s like a calibration request
Thanks for the advice- I’ve repeatedly compared my salary to the range on Glassdoor to them and they’ve had a litany of excuses-and I always get stellar reviews. I was told to “step up” when they fired my CD and have been taking on some of those tasks without recognition (they have not hired a replacement yet) which I also pointed out. Here’s another kicker- I interviewed at 2 places recently and was offered 10k more than I’m making now, and that’s WITH a title change back to SrAD. I want to throw that in their faces but I know that would be a bad move. : (