Negotiating effectively takes practice and courage. One author shares her best tips and lessons learned on how to do it like a pro and achieve the compensation you deserve.
A bill sent to the governor Monday would prevent California employers from paying women less than male colleagues based on prior salary. The state strengthened its protections against gender-based wage discrimination last year. The bill the state Assembly sent the governor Monday, AB 1676, would add prior salary to the list of reasons women can’t be paid less than men.
Sexism in the workplace is not always overt harassment. It can be downplaying the contributions of women … or simply enforcing a higher bar for raises and promotions. Jason Shen has a few suggestions for retaining that talent.
One of the most important is “Can you do the job?” Simple, right? Not always. At the executive level, the ability to do a job is not just about technical skills, but also about leadership and interpersonal skills. Technical skills help candidates climb the corporate ladder, but the ability to manage up, down, and sideways becomes more important at the executive level.
Globally the number of females represented on financial services boards continues to grow, but a stagnancy at the executive level is disenfranchising millennials as they get to grips with a workplace stuck in its gendered past. Oliver Wyman’s 2016 Women in financial services report revealed that financial services will not reach 30% female executive committee representation until 2048. Millennial women are facing the same problems as their counterparts in the 1980s and 1990s, just without expecting to. This leads to a ‘culture shock’ as they realise traditional gender roles continue to exist in the workplace.
More and more studies are being released that reveal the challenges women face in the office, compared to men, extend well beyond pay differences. “Explicit gender bias has largely disappeared from the workplace due to tougher legislation and increased focus on diversity issues. However, challenges still remain; ones that take a different shape and form from those encountered by prior generations of women.”
In it’s Room for Debate series, New York Times guest columnists explore “How to Reduce the Pay Gap Between Men and Women.” Law professor Nicole Porter calls salary history a “market excuse” for paying women less. But, she says, society must also look at gendered norms of negotiating that will continue to perpetuate the wage gap.
In it’s Room for Debate series, New York Times guest columnists explore “How to Reduce the Pay Gap Between Men and Women.” Jake Rosenfeld, author and sociologist, argues that wage transparency laws and banning the use of salary histories will empower women and racial and ethnic minority workers to speak out against unfair pay practices.
Three economists dive deep into the wage gap’s complexities, sources, and in which professions the gap is greatest.
Harvard Business Review’s experts looked at how data shows that most diversity programs aren’t increasing diversity. Lab studies have demonstrated that popular measures such as diversity trainings, hiring tests, performance ratings and grievance systems can activate bias rather than stamp it out. The authors examine which types of diversity programs really work and which may be counterproductive.