Diversity Woman Magazine

SUM 2017

Leadership and Executive Development for women of all races, cultures and backgrounds

Issue link: https://diversitywoman.epubxp.com/i/813543

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Page 26 of 51

d i v e r s i t y w o m a n . c o m S u m m e r 2 0 1 7 D I V E R S I T Y W O M A N 25 feel 'right' about negotiating salary and/or benefits. As a former recruiter, I can't tell you how many times I was ready to boost someone's salary and give a sign-on bo- nus—if only he or she had asked." When it comes to those who do nego- tiate, men have found more success at it than women. In the same Glassdoor.com study, 15 percent of men indicated that their salary negotiations for their current or most recent job resulted in more mon- ey, compared to just 4 percent of women. "Negotiating is literally opening the door to a conversation," Salemi adds. "e reality is, yes, even when it's your first op- portunity, you must negotiate." Let's say you've accepted the job of- fer, gotten through the initial negotia- tion phase, and excelled in the first few months—or years—and are hoping to take things to the next level. A pay raise is directly connected to performance, and when it comes to reviews, the stats for men and women in some industries are just about as unequal as those related to salary negotiation. Findings in a 2016 study by Stanford University researchers show that employers viewed male and fe- male employees differently in evaluations. Women received more vague praise than men (57 percent of the time, versus 43 percent of the time), and men were more likely to receive developmental feedback than women (60 percent of the time, ver- sus 40 percent of the time). Even with all the strides female pro- fessionals have made and the historical milestones accomplished, women are still earning 20 percent less than men—a real- ity that has not changed much in the past few decades—and they are often still over- looked when it's time for appointments to C-suite roles at major corporations, espe- cially in lucrative industries such as tech and finance. What does all of this mean? How can you best approach getting what you deserve even while facing the issue of gender ineq- uity? In today's business environment, it's By Janell Hazelwood T here's a common adage that many career experts, human re- source executives, and profession- als agree upon: when it comes to a salary boost or any type of professional advance- ment, you don't get what you deserve— you get what you ask for. Whether you're a recent college grad up for your first gig or an executive contemplating your next ca- reer move, negotiation is a key component of the process. Oftentimes, candidates and employees just take what they are given and don't THINKSTOCKPHOTOS even bother to explore their compensa- tion package options. Recent research from Glassdoor.com, a leading online job search and recruitment resource, found that 59 percent of U.S. professionals ac- cepted the salary they were offered and did not negotiate, with women (68 per- cent) outnumbering men (52 percent) in settling for the first offer. "e biggest mistake I've seen among candidates is simply that they don't ne- gotiate," says Vicki Salemi, career expert at Monster.com. "Typically, they're so happy to even have a job offer, they don't Ask and Ye Shall Receive Eight tips for acing a performance review—and getting the pay you deserve Accelerate We Mean Business >

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