Equal Pay

Question

I could use some guidance. My company does not employ as many women as they do men. I don’t have a female I can turn to for advice and I have exhausted my internal resources. I love my job and my next level managers, buy I have been fighting equal pay and bonuses for awhile now. I continue to hear that “it’s not a good time” when I try to discuss my pay. My Fortune 200 company keeps letting people go, while producing record breaking quarters and it’s preventing managers from wanting to push pay increases for their people. I continue to find out that I am paid $10-$20k less than my same level male peers, when I have more diversified experience and have been rated higher each year. I hit a point recently where it’s starting to turn into a depression that outweighs the job and work that I do. Even better, I found out I am responsible for more work and business development that the two people ranked higher than me. Maybe this is a question no one can answer, but what would you do if this was you? Do you just quit and leave? Do I bring this to my new VPs attention? I have no kids, but I am getting married. I could really use some help.

BethB · Answer

You are describing a company that puts profits above people. With this kind of mentality, if they think they get away with paying someone less of course that is what they will do. 
Whatever you do, do NOT tell them if you don’t receive a raise you are leaving. People don’t take kindly to threats. Frankly if one of the employees I manage said that to me, my response would be it’s been nice working with you, no matter what kind of performer he or she is.  
If you don’t ask for a raise you likely won’t get one. So, follow the basics, go to your manager, outline the value you bring and tell them that what you are doing is worth more and should be on par with male employees. If they don’t offer you a raise don’t make threats and don’t quit on the spot. Get your butt in gear, update your resume if needed, and look for another position.

Anonymous · Answer

Wow it sounds like you're doing a lot. I think you should sit down with you manager again and outline these issues. Tell them the work you've taken on, list your accomplishments, mention that others at your same level are receiving higher compensation and ask for what you want. If they say no again, first ask why and see if their reasons hold up (a lot of the time they don't and you'll be able to make them see why you deserve the raise). If they're stubborn and won't budge then it's up to you to either plan in that moment to re-evaluate in 3 months and get a meeting on the books right away or leave. You can also use leaving as part of your negotiation tactics ('if I don't receive a raise I will be leaving') but that's something you also need to be prepared to do if they still say no so it's a bit of a riskier decision.

Anonymous · Answer

Agreed with all of the above - if they don't budge - I'm sure all of the value you bring will be recognized somewhere else!

Ruzana Glaeser · Answer

First gather your facts, so when you go into the meeting, you are presenting, this is what I am worth on the market, this is what I bring to the table, this is the disparity between me and male counterparts that are doing the same job, hold the same title and share the same responsibilities. Then ask the open ended question of - how can we close this gap? See what they come up with.

Strongly recommend going in with an agenda that they know what you are planning to discuss, and ask for a commitment, when can you revisit this conversation and put some action plan in place?

Use 'It feels like I am being underpaid and there is pay discrimination' but listen to what they say and go in armed with FACTS!

Here is our guide to how to ask for more, please feel free to reach out if you need any more tips! 
Speak in ranges rather than exact number, and signal flexibility that if the person isn't in the position to adjust your salary this much at this time, can you get other benefits increased? or when can the proper adjustment be made.

https://www.linkedin.com/posts/bright-meets-brave_brightmeetsbrave-thrivingtogether-thrivetogether-activity-6556646975352123392-HAeP

And think of all the compensation levers that you can pull, not just salary!
https://www.linkedin.com/posts/bright-meets-brave_brightmeetsbrave-thrivingtogether-womenempowerment-activity-6577533326914002944-beE8

Good luck!

Maggie B · Answer

Sounds like it's time to bring it to HR or to your state labor board.  And time to start lighting the beacons and look at what other roles are available out there.  When I found out that a previous company was looking to backfill a position similar to mine for $15k more than what I was making, I readied my resume and started shopping around.  
You may like your managers but they're clearly not on your side and not fighting to keep you and make sure you are paid what you're worth.  It's time to look for something new.
Best case? You look around and find something PERFECT and you're able to move on.  Worst case? Your company gets wind of it and gets upset, and you can point to the research you've done about the role and let them know that resume building and interviewing are lifelong skills and if they want to keep you they can pay you what you're worth.

Jennifer Swayne Njuguna · Answer

I agree with the advice above. It also may be worth it to raise this with HR or the Chief Diversity Officer if there is one if it seems your manager is not responding in a way that promotes fairness and recognizes what you bring to the table. I'd also start looking elsewhere in case they are not willing to budge. You deserve to be valued and compensated fairly for the work you are doing.

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