negotigal’s Post

Did you know that women negotiate their salaries MORE than men... And are still paid less? This blew my mind because I had always believed women negotiate less... And the studies show we USED to. But over the last 20 years, since that first study was done, we've adapted. We looked at the data and decided to start advocating for ourselves. And... it hasn't worked. Despite the fact that we negotiate more, the gender pay gap persists. Here are 3 myths about the pay gap: 1. Women make less because we negotiate less Nope, debunked. 2. The gender pay gap is the result of not occupying the same roles as men Again, not true. Unless you consider 'woman doctor' or 'women lawyer' a different job 3. Becoming a parent impacts pay for both men and women Ha! Men's pay goes up by 6% for each child born and women's decreases by 4%. Unless we get serious about making real change, this gap is expected to persist for another CENTURY This is what bias looks like. And this is my 'why' and I want to help create this change. Grab my free negotiation guide in the comments or just DM me "NEGOTIATION" and I'll send you the link to get it! Repost to spread the word and help more women get that next raise. And follow me Katy McFee for more posts on women in leadership. #womenleadership #bias #genderpaygap #negotiation

Negotiating is a science and an art. 20% of women never negotiate. Women face a variety of challenges in the workplace that other people don't, one of the biggest being salary. The gender pay gap is widely discussed but not yet closed. What strategies can women use to take charge of their future? This article from Harvard Business Review outlines 5 tools that women can utilize when negotiating their salary and other benefits in the workplace. Have you negotiated? How'd it turn out for you? https://lnkd.in/dVxhtMQ #CareerDevelopment

Today marks Equal Pay Day reflecting 50 days into the new financial year that Australian women must work to earn the same, on average, as men did in the 2023-24 financial year. The date is based on Australian Bureau of Statistics data showing that in the 2023-24 financial year women earned on average 88c for every $1 men earned. This is the gender pay gap (GPG). Remember though these figures are calculated on base salary (NOT total remuneration) and only include full-time employees. Given the GPG for total remuneration is larger than for base salary, the number of days women would have to work to earn the same total remuneration, on average, as men would be greater than 50 days. If you haven’t already read the Opinion piece by Mary Wooldridge, WGEA’s CEO, in the Australian Financial Review (AFR) about Equal Pay Day below, it’s a great read and outlines what employers need to do to reduce the GPG. Here are some key points: ·      The GPG occurs when there are more men in higher paid roles and more women in lower paid roles. ·      There are many drivers of the GPG, e.g. bias in recruitment processes, unequal access to promotions. ·      This isn’t about women needing to try harder or work more – a myth put to bed by research. ·      Internal policies and practices can prevent women from applying for roles. ·      Examples of what helps reduce the GPG: increasing pay for lower paid female-dominated sectors; changing workplace cultures to increase the number of women in higher paid male-dominated sectors;  increasing flexibility. ·      Conduct an annual pay gap analysis to understand the drivers of your GPG. ·      Develop a gender equality action plan to address gaps. ·      Eliminating unequal pay is important but just one piece of the puzzle. ·      Pressure to take action is widespread due to gender pay gap transparency. Recruiters say that prospective employees ask about the GPG to help with decision-making. ·      Employers need to show they understand what their GPG is, what’s driving it and what actions are being taken to close the gap. The WGEA Employer Statement provides an opportunity to do this. ·      Closing the gap is good for business, good for employees and good for our community. #genderpaygap #genderequality #genderequity #women #equalpayday Workplace Gender Equality Agency Roman Ružbacký Julie Burton

It's a good thing when companies take concrete steps to reduce their pay gaps, but the solution is not as simple as giving all women a 10% raise. A look at why companies’ attempts to close the gender pay gap often fail: https://ow.ly/MRYn50RnxSK #womenleaders #womeninleadership #csuite

The fight for equal pay is far from over. This HRO Today article finds that women continue to earn less than men, even for the same work. Key takeaways: ⭐ The pay gap persists across industries and job titles. ⭐ Parental leave and bias can contribute to the gap for WOC. What can we do? ⭐ Know your worth! Research salary ranges for your position. ⭐ Negotiate your salary confidently - don't be afraid to ask for what you deserve. ⭐ Support other women in advocating for fair pay. Let's close the gender pay gap once and for all! 💪🏽 #genderequality #womenofcolor #earlycareers #diversityandinclusion #futureofwork #humanresources #DEI #DiversityandInclusion #equalpay

There will be some awkward conversations over the next fortnight as the median gender pay gaps of more than 5000 firms are made public tomorrow, 11 days out from International Women’s Day. As for the awkward conversations that result? That’s the point, writes Angela Priestley. We need to know what the CEOs, boards and executives of these companies have to say on the matter and what they are going to do about it. #genderpaygap

With new data becoming available on the gender pay gaps within organisations, it will be interesting to see how many leaders already understand or plan to understand why the gap exists. That is, what is it about their systems, policies, processes, ways of working or the employee experience that creates this gender pay gap? The only way to know how to change it is to know the why behind it. We can help you find the why and the how at Adaptive Ecosystems Consulting. #understandthewhy #genderequality

𝗜𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝗼𝗻: 𝗔𝗱𝗱𝗿𝗲𝘀𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗴𝗲𝗻𝗱𝗲𝗿 𝗽𝗮𝘆 𝗴𝗮𝗽 This week, as we mark International Women's Day, we are sharing some of our female colleagues' perspectives on gender diversity in the workplace. "To address the gender pay gap, companies need to have a clear view of what they pay their people, such that they can uncover biases and fix them. To avoid biases in the first place, they also need a clear salary structure and processes around pay, pay rises and promotions to which they make no exceptions. In this way, a co-worker’s pay level and their advancement in the firm depend on their actual contribution and not on who they are or their connections.    We do not want a gender pay gap at CE. Therefore, we have put clear processes in place, with defined salary bands, a possibility to put yourself up for promotion, a detailed assessment and calibration process and a regular analysis of our salary structure to catch potential biases. But since there is no perfect system, it is very important that decision-makers at CE stay attuned to this issue and that all at CE feel empowered to speak up if they observe biases in our behaviours or decisions." - Julia Wahl, Partner, Copenhagen Economics #copenhageneconomics #inspireinclusion #genderequality #womeninbusiness #diversityandinclusion #inspiration

  We’re 50 days into the financial year. It’s August 19.    For some of us, the date has us uttering, “where has the year gone, it’s nearly Christmas!”.    For all of us, August 19, or Gender Pay Day, should be a stark reminder of the realities of the modern workplace.    Gender Pay Day is a day which, in its symbolic simplicity, represents the date in the financial year when men *could* return to work for the first time since EOFY and still earn the same as the female sat next to them.    At Venn, we champion the indisputable value of the female brand, and the extraordinary women behind them. Our hope is Gender Pay Day is not another day for people to mark off on the corporate calendar with a pink cupcake and an internal memo, but a meaningful, and very loud call of to action to companies across Australia.    May it be a call to action to recognize the brilliant women in your workplace. To value women and men equally and give women their hard-earned seat at the table. For companies and brands to invest in partnerships and collaborations with women and female-founded businesses. To pay females what they are worth, each day of the financial year.   In the words of Mary Wooldridge, CEO of WGEA, in AFR today “Closing the gap is good for business, good for employees and good for our community as a whole.” We couldn’t agree more, Mary.