Brand Career Management Newsletter – April 2022 | |
| Hi Everyone, This is our first newsletter issue for 2022. As a reminder, our communications schedule has changed. This year, you will receive three career-related newsletters. The next two will be in August and December. I am also writing a monthly travel blog for those who sign up. If you would like to receive those updates, click here. As you may know, I recently embarked on a life of motorhome traveling. Maybe my new nickname should be the Nomadic Career Coach? International Women’s Day, Women’s History Month, and Equal Pay Day were all held last month. To piggyback on those significant dates, this issue will be devoted to the pay gap and salary negotiation tools to empower women to ask for what they are worth. In other exciting news, I am working to publish a book this year for women in career transition. Some of you may know that I have been working on this for many years and I’m so excited that it’s finally coming to fruition. I will share more information as things develop but for now, I wanted to put that intention out there to the world. Warm regards, Paula
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Use LinkedIn as a resource for salary data. As I’ve mentioned before, LinkedIn offers a resource for salary research that you can access by going to Linkedin.com/salary. You have to share your salary on an annual basis to receive continued access to their data. They do promise to keep your salary information private and encrypted. They also pledge that it will not display on your account and no one outside of LinkedIn can see it, including recruiters. Besides their salary tool, there are tons of job postings on LinkedIn and some of them include salary ranges. While you don’t want to lean on job postings as the main method in your job search, they can offer real-time data points to consider as you collect information to establish a fair market rate. |
Below you will find information on Equal Pay Day, the gender pay gap, and resources for improving your salary negotiation skills. What is Equal Pay Day (EPD)? In the US, EPD is a symbolic day recognizing how far into the year the average woman has to work to equal what the average man-made in the previous year. Due to the nature of the definition, the date changes each year. EPD is also recognized in various countries around the world such as Germany, Great Britain, and Australia (though some have a different definition for EPD). Besides the EPD in the US for women overall, there are four additional dates each year for specific female minority groups. This post by the American Association of University Women (AAUW) provides all of the dates for EPD in the US for 2022. AAUW supports closing the pay gap in many ways. One way is to provide regular reports on the gender discrepancy and the last one was updated in 2021. You can access it here. They also offer a free online course on salary negotiation. I took this class in person a few years ago and found it very educational. One way to fight for equal pay on a personal level is to ensure you are being paid fairly for your work. To do this you must have data points. You can ask others (as I mentioned in this previous post). Or look to websites offering this data such as Salary.com, Payscale.com, Glassdoor.com, and as mentioned above, LinkedIn.com/salary. You can also look at industry surveys, but you will need to access these through a library or professional association because they are generally very expensive for an individual to purchase. This great Forbes post by Emilie Arles shares excellent advice for salary negotiation. It’s a few years old but the information is evergreen and very useful. I wholeheartedly agree with all five of her tips. As Emilie’s post mentions, a company will often ask for your salary history during the hiring process. I agree with her that it is best to avoid sharing this information because it’s your biggest leverage in a salary negotiation. If you are underpaid and you share that data with a future employer, they will likely use it against you and offer you a lower salary than you are worth. Recognizing this injustice, some jurisdictions have placed a ban on asking for salary history. This post from HRDive.com was updated in 2021 and provides a running list of places where salary history inquiries are outlawed. I understand it can be hard to wiggle out of answering salary questions. The best way to succeed is to prepare ahead by planning what you will say and rehearsing it many times before the actual negotiation. Below are two posts that offer some sample scripts you can try to implement. On Payscale.com Tom Faber shares sample scripts for a variety of situations. On Glassdoor.com, Eileen Hoenigman Meyer gives examples of what to say in various salary negotiation scenarios. Glassdoor also offers a great primer on how to negotiate your salary which you can access here. Finally, in 2018, in honor of Equal Pay Day, I wrote a blog post to encourage women to ask for more money with some tried and true tips on how to go about it. I hope it will inspire you to ask for more next time you negotiate your salary. |
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