Are you getting the raises, promotions and earnings you desire? Did you ever think your gender had any relationship to the size of your paycheck?
Women across their lifespan earn 76 percent of what men earn in the same job. Among Fortune 1000 companies, only seven have female CEO’s according to a recent article in Barron’s magazine. Korn/Ferry International, an executive search firm in New York, report that women who hold director level positions say they don’t have as much influence as their male counterparts on critical issues, such as management succession and executive compensation.
Why is it that women earn less, are promoted less and possibly have less influence in the workplace? One could blame it on the good old boys club, promoting the belief that men support men in the business world. Yet, some of the answers to that question can be found by looking in the mirror.
Each of us has an internal earnings ceiling. This ceiling is the invisible barrier that limits us from earning more or earning to our potential. This means we may be practicing conditioned gender behaviors that are limiting our earnings without even knowing it.
Let’s take a look at what the research tells us. One university study of 40 employees found that men are more likely to ask for things when they want them AND they are more likely to get what they ask for. Of the 20 women in the study, only one asked for a raise when first offered a job. She was granted the hike in salary. Of the 20 men, 18 of them asked for a raise and all 18 were given it.
Women Don’t Ask is a great book written by Linda Babcock and Sara Laschever. Quantifying in terms of dollars and cents, women can earn about $520,000.00 less in a lifetime than their male counterpart because of not asking for a promotion or raise!
Women have to learn to ask for what they want rather than waiting for someone to provide it. Recently, I was talking with a nurse at a local hospital. A new position was posted on the job board that she was interested in. I asked her if she applied for it and she replied, I’m going to wait until my manager approaches me and see if he wants me to apply.
When asking for a raise, it is crucial you know how to define your value to the organization. When you communicate in quantifiable terms, you are more likely to get what you ask for. Rather than telling your boss you want a raise, quantifiably show your boss why you deserve the raise.
For example, you wouldn’t want to say: I’ve been with the company through lots of change, I’m a good employee who is dependable and works hard. I deserve a raise. Instead, you might say something like: Over the last 18 months, the five projects I worked on for the company have attributed to a 25% reduction in customer complaints, a 30% increase in production. These improvements have resulted in $1.5 million in profits for the company.
See how the quantified example got right to the bottom line? It is here, at the bottom line, where nearly all business decisions are made. Let the numbers do the persuading for you. Numbers are tangible and concrete. Numbers mean value and value speaks volumes.
Research also shows women have a conditioned aversion to self- promotion. Men are more comfortable speaking about their accomplishments. From an early age men are socialized to win. They are comfortable with being first. As boys become men and enter the workplace, it is natural for them to push their cause and take center stage.
Women are conditioned to be nice and social, rather than aggressive or assertive. Today’s companies are filled with many women who grew up getting positive strokes for being discreet, sociable, attractive, quiet, and not competing with boys in boys’ games. Our passivity to self-promote will not get us the corner office!
Following is a communication skills assessment I found in a Wall Street Journal article. The article suggested one reason women may earn less is because of weak or ineffective communication.
Review this list to help determine where your skills stand.
- Do you ask for raises?
- Have you ever asked for a promotion or an improved job title?
- Do you negotiate effectively for yourself?
- Are you able to specifically explain the value you bring to your company or clients?
- Are you an effective presenter or public speaker?
- Do you apologize for things that aren’t your fault or are out of your control?
- Review your email or other writing. Do you start sentences with the word I?
- Do you see negotiating as a barrier to getting what you want?
- Do you have difficulty saying no, even when you really want to?
- Are you overwhelmed or consumed by stress?
- Do you have difficulty explaining things or getting people to understand what you are
If you answered no to any or all of the first five questions, then the article suggests your assertive skills need an overhaul. If you answered yes to any or all of questions six through 11, then your communication skills are ineffective in helping you advance in your career. Essentially, you could be creating your own glass ceiling and holding yourself back.
