Women and Salary Negotiations

As a person that engages in conflict resolution on a wide variety of issues, I have recently been asked several times if I had any information regarding salary negotiations for women.  Having sent out a series of emails to different individuals on this topic, I thought I would provide information to those wanting to know more.  The selected articles pertain to women, but also address salary negotiations for anyone. 

Here are several links that you may find useful.

Job Negotiations from Harvard Law School Program on Negotiations – this provides links to three articles Negotiations, Gender and Status at the Bargaining Table, Job Negotiation and Make the Most of Your Salary Negotiations  with a link to a new free report entitled Salary Negotiations.

Why women don’t negotiate salaries from Salary.com – this article indicates that women do this less than men and suggests women need to prepare more and beware of various pitfalls.  Note that men do this less, but men need help in these areas too.

Are Salary Negotiation Skills Different for Men and Women? from the Harvard Law School Program on Negotiation – this article offers six major points including that career path may very well be more important than salary.  Think about the big picture and long run as well.

More Reasons Women Need to Negotiate Their Salaries from the Harvard Business Review – suggestions presented include: search out institutions that suppress salary negotiations; women should raise their expectations; and negotiate an entire package not just salary.  In the end the negotiation should benefit the employee and the employer.  

Millennials and Women Don’t Negotiate Salary: Here’s Why that is Important from Payscale.com – provides five key points for consideration.

Four Ways You Might Be Settling for Less Than You Are Worth from U.S. News and World Report – check out these ideas before an interview and considering an offer.  This provided real value to those taking on a new position.   I was told this was very helpful.

What is clear is that there are differences, there is bias and there is prejudice.   Knowing this, take the time to do your homework up front, networking with mentors, practicing the interaction with others and be confident entering into the discussions pays dividends.  Be proactive and make the case for how you add value from your employer’s perspective.  Being better at avoiding conflict and being a better negotiator in itself is a reason for a better salary.

Michael Gregory, ASA, CVA, MBA is an expert in conflict resolution dedicated to making thought-leading entrepreneurs and executives more successful. Michael’s booksThe Servant Manager: 203 tips from the best places to work in America and his NEW BOOK Peaceful Resolutions: A 60-step illustrated guide to conflict resolution are available at http://mikegreg.com/books.   Free resources are available online at www.mikegreg.com. Check out the blog.  Contact Mike directly at mg@mikegreg.com or call (651) 633-5311. 

About the author

Mike Gregory is a professional speaker, an author, and a mediator. You may contact Mike directly at mg@mikegreg.com and at (651) 633-5311. Mike has written 12 books (and co-authored two others) including his latest book, The Collaboration Effect: Overcoming Your Conflicts, and The Servant Manager, Business Valuations and the IRS, and Peaceful Resolutions that you may find helpful. [Michael Gregory, ASA, CVA, NSA, MBA, Qualified Mediator with the Minnesota Supreme Court]