Related Posts
Hello everyone, EY GDS Consulting is hiring for multiple roles across all GDS locations. (Project management, operations, business transformation, technology, digital emerging technologies, cloud, testing, IFRS, etc) Please share your resume to georgeshijoth@gmail.com for referrals. PS: please do not share your resume if you have already shared your resume to any EY staff.
Do we have any openings for UI path
More Posts
Made it to Delta Silver 🤟
Additional Posts in Women in Tech
New to Fishbowl?
unlock all discussions on Fishbowl.
Hiring managers typically strive to offer a salary the employee is happy with. Women that get paid lower wages than men in their previous role are likely to be happy with a lower wage when they don't know what their male peers are making. It is perpetual until a woman has visibility into what pay looks like in their industry. Sites like this help a lot, and having a strong network that is willing to discuss pay helps a lot too. In my experience the wages that are offered up front to men are the same wages that women have to fight for and prove they are worth before achieving them. But one way to break this is for women to advocate for themselves and for other men and women to be champions for equitable pay in the workplace.
I have been a recruiter, a hiring manager, and an employee. My experience is that women who negotiate have to walk on eggshells otherwise they are perceived as money hungry in a negative way. It’s total bullshit
Many biases are there as well, especially in perception when it comes to women asking for rise vs men asking for rise. Men are easily evaluated according to their potential, while women need to prove their current value. As a consequence, men are more likely to get salary increases when they ask whereas women receive way more push back. This is proven to undermine women’s confidence overtime.
I read a book called Lean In by Sheryl Sandberg where she talks about women in the workplace. It’s a whole host of things but one of the things I remember is that women generally don’t negotiate as well, and even when we do we can’t come off as “too aggressive” because it’s not in our “nature”. Fuckin stupid. Great book though
Can’t tell if you’re joking but she’s not saying all women everywhere are bad at negotiating, she simply talks about her own experiences with it as well as experiences of people she knows, and then she goes on to discuss what we can do to change it.
My answer to the OP’s question is, the gender wage gap still exists primarily due to unconscious bias and poor comp planning practices. I don’t think every male leader whose team has a provable gender pay gap is trying to pay women less. If you work at an org without sophisticated compensation planning, it is up to each woman to provide data and offer a solution.
Follow up question: What is the legal measure of equal pay? In situations where total comp involves variable commission based upon revenue attainment, and other bonuses, is the way to measure equal pay just the salary, or is it total comp?
I once worked in a low-scale Manu with a Fem junior engineer who worked alongside two older male engineers that were polite professionally. But otherwise ignored her because it was a treatment plant. As it was apparently unfashioned for women to work in such a facility. A few inspectors who'd visited also looked at her oddly because she was a young female graduate and not a male. Which I determined bullshit. As she knew the nuts n bolts more then they.
Thank goodness a plant visitor from out of town, who happened to be a PhD, offered her a sequent career climb, and she was gone after a week.
There are 2 people in every negotiation, women can't totally be 100% at fault for the gap, just as men aren't. Also, women aren't a monolith... that's why there's women's equal pay days for different races, every woman doesn't get the same pay/ have the same negotiating experience -- some women are penalized more than others for self advocating and promoting during the negotiation process. Also when you negotiate your talking to a single person, but there's a process or system behind them -- no one person can ever be on equal footing in that situation. No issue is as simple as being just about the gender you're assigned at birth.
Rising Star
Maybe I’m an outlier. At an F25, I make more than my male peers. But that’s also because I have specialized tech skills. I’m also a fierce and fearless negotiator. Sometimes, it’s all about what you’re willing to accept.
I’m with you, VP2. I stick to a number and don’t back down, and I have walked away before when they can’t meet my expectations. I know my worth and I know what I require to be willing to change roles.
That said, I’m in a career path with consistently more demand than supply, so that helps me.
The same reason most men are insufferable as bosses. To keep the status quo alive…
I think it's systemic all these comments about not negotiating. I have negotiated the best I can and get no, men walk into crazy salaries. There is a problem.
I know I undervalued my skills when I first stepped back into the industry, and took a lower salary than I should have as a result. One thing that helped me understand what my skills are worth was just talking about salaries openly with trusted coworkers in similar roles and with similar experience levels. Once I realized I was underpaid with respect to what they were getting, I was much more confident about asking for an increase.
But I do agree with the poster who said that men are often hired on potential while women are often hired on proven skills. I wonder how much of that is us self eliminating ourselves from contention for roles we have SOME of the needed skills for, but not ALL. I know I've done that in the past, and it wasn't until I started stepping forward into roles I wasn't fully prepared for that my career took off...
Negotiating feels weird because it requires advocating for yourself. It is uncomfortable. Doing the research and having data to back up your assertions helps. And being willing to walk away also helps.
I’ve heard that the gender wage gap is a myth and is calculated based on sum of jobs held by women vs. the sum of jobs held by men. The gap in between the salary of men and women is called the “wage gap”. So essentially men tend to pick professions that pay higher such as STEM related fields vs women who often chose liberal arts, communication, and other lower paying professions.
A true wage gap study would be to look at earning for men in women in similar fields and positions which i don’t believe was done with the original wage gap study.