Leadership and Executive Development for women of all races, cultures and backgrounds
Issue link: https://diversitywoman.epubxp.com/i/91258
We Mean Business > women, more so than men, were penal- ized for seeking a raise. Tey concluded that while women want to negotiate, they feel reluctant when they see that do- ing so could hurt their position. Tat's certainly what Laura Hertzog, director of diversity and equal employ- ment opportunity programs for Cornell University's ILR School, has observed. "Tey are anxious—and correctly some- times—about being perceived as pushy, even if they're asking in the same way," she says. "It's a delicate balance, to know how hard to push." Te good news is that women can turn to certain strategies to make negotiating work. Having someone in your corner, as Par- sons did, certainly helps. An advocate— male or female—can speak up on your behalf and may have more sway than you. Hertzog also recommends seeking a fe- male mentor, who can advise about the organization's inner workings and also offer insight from a woman's perspective. "Te more you know about what's nor- mal in that culture, and acceptable in that culture, the more likely you are to make a pitch that goes well," Hertzog says. Men can offer tips, too. "It may be in- teresting to get the male perspec- tive," suggests Lois Cooper, vice president of diversity and inclusion for Adecco USA, one of the world's largest staffing and recruiting companies. "See if you need to adjust your strategy. It might be something to try, to get that fresh perspective." You should also have a plan. Tat means arming yourself with data about how much others in your position are making, know- ing how much you want, and being ready to show how much you contribute to the organization, as well as how much more you have to offer. Too often, says Angela Brooks, an execu- tive recruiter at Sanford Rose Associates in DO ASK That's the first step. In a lab study at Carn- egie Mellon, men and women were given $3 for participating in a word game. Nine to one, men requested more money and said $3 wasn't acceptable. 34 DIVERSITY WOMAN FIND AN ADVOCATE OR MENTOR It helps to have others in your organization rooting for you and putting in a good word on your behalf. It also helps to have a mentor who can counsel you on the ins and outs of the institution, particularly from a female perspective. YOUR HOMEWORK Find out how much others in your position or with your responsibilities and educa- tion are earning. Online sources such as Glassdoor and CareerBuilder, as well as a new partnership between LinkedIn and PayScale, can help with your research. Use this data to back up your request. Fall 2012 TIME YOUR REQUEST The best opportunity is when you're offered a new job or during a performance review, as you are discussing your accomplishments and the new responsibilities and skills you're interested in acquir- ing. Another is when you are asked to take on a new assignment. www.diversitywoman.com