You should bring it now instead of the review . The reason being it is possible that during the review you might be asked why did you under deliver on some expectations and waited for the review to discuss and straighten out things. Usually I have experienced that during the review people dont talk about what you have done, they focus on what you should have done and were not able to do.

When their retention strategy is lies... I personally have a hard time with this. Fixing a culture like this is unlikely to be worth your time. Get as much $ as you can while you work there, but do you want to continue at a place like this long term? Only you can know your goals for this job.

I had this exact situation to happen to me. The coworker was upset she didn't get the promotion even though she was not qualified which added to the frustration. I had just come to the end of my rope in a month at the job. I went into the boss's office and TOLD her that the job was misrepresented. I old her I had the feeling that she already knew it. She came clean. I gave her the key back and stated I couldn't work for someone that lied...told her I quit and walked out the door. It wasn't worth wasting my time when I could get a job that I would like and a boss I could respect. I made more money at the new job as well. Have self respect to stand up for yourself. You've been at that job over 6 months too long. Good luck.

I would recommend planning a discussion, not as part of the 6 month review, but separately and ask for clarity on your role, responsibilities and expectations. Management may not like the request, but they do have an obligation to be clear and honest about what they expect of you and what they will provide in return, apart from whether they're stratifying by gender, or any other criterion. That said, the fact that you're feeling a lack of honesty in the first few months is a potential red flag and I would warrant caution and perhaps, keeping an eye out for alternate oppurtunities.

I would maybe wait until January since it’s so close and you possibly may be taking on extra roles right now since the holidays are upon us. I do believe it’s unfair when you have to take on others job responsibilities unless they are now gone and they discuss that with you while also giving you some type of compensation. I know you didn’t ask about this but I would’ve definitely not been okay with the whole females not making that much. For one, females have the right to make as much as men and two what does my salary have to do with anyone else. I know it’s hard times so you kinda take what you’re given but if it were any other time I wouldn’t even work for the company because that shows the things they care about.

I heartily disagree with everyone telling you to bring this up now. Sometimes, in a business we are asked temporarily to take on additional problems and that doesn’t merit a permanent pay increase. You haven’t been working above and beyond the scope of your job long term, and you’ve been handling additional work in a pandemic which has hurt the company, no doubt. Maybe next week or next month you won’t have this workload anymore. Keep track of what you’ve been doing above and beyond the scope of your job and show your boss that you’ve been doing it for six months and that it appears to be long term. And be thoughtful. If your job description says “other duties as assigned,” you aren’t really going above and beyond, so it’s important to thoughtfully word what you need and want to say. The only time I ask for a raise is when I have either accomplished huge things for my organization or when the “other duty” I am doing is clearly part of another job description at an equal or higher pay grade. For example, at a PR firm, I was given a pay raise when I pointed out that I was regularly writing case studies and collaborating on decks for the business development team, which was a job requirement of the business development manager. I was not in that department but was positively impacting their work. I was able to highlight that we had landed all 11 accounts for which I provided significant parts of the package. On the other hand, I had a PR coordinator demand a raise because she was handling 7 clients and all other coordinators were handling 4-5. She was also helping to train other coordinators. Four of her accounts were less work than most, which was why she had more of them. And she was asked to train others because I could not promote her unless she had that experience for six months; she knew that but said she didn’t want to do it anymore without the pay raise. So she didn’t get the raise and then I gave someone else the training responsibilities and they got the promotion. What I would suggest for right now is to ask your boss what they feel your trajectory is in the company and to tell them where you’d like your trajectory to go and then ask if you can set a timeline together. I find that giving supervisors a clear trajectory, learning what you have to do to get there and then working with them to make it happen is better than asking for raises without a clear and defined purpose. When you talk about your trajectory you can always say, “okay, so to get that job and that promotion, I need to do x,y,z. Right now I am doing a,b,c and that will prevent me from doing what’s needed for promotion and a raise. Can you help me to offload some things and get on the right track?” Or maybe those things you’re doing are the right track. I honestly myself wouldn’t agree to a raise for an employee that hadn’t even been with the company six months. Part of negotiating pay raises and promotions is knowing when to do it. If you get it today, it will be smaller than you want and you’ll be waiting at least 18 months until you can ask again and be taken seriously.

You should bring this up now rather than waiting until your six month review. If you wait to bring this up you may receive pushback because you’ve been doing the work this whole time for your current salary and nothing has changed in the six months to warrant an increase. As several others have said, outline your responsibilities that go above and beyond what you were hired to do, be clear on the impact and scope of those responsibilities and why they are important to your employer (find out if your company has role profile guides you can use as a starting point), ensure you have examples of where you are performing the things you were hired to do well, and research competitive pay in the area so you have that info in your back pocket. Have an email or document write up ready that you can send your leader as a follow up, they may be able to use that for talking points in any compensation discussions. If your employer is unwilling to discuss a salary increase be prepared to have a prioritization discussion; you were hired to do “x”, you are willing to perform other duties but something else is going to have to fall off your plate to make room for the new things they are asking you to do. The “other women” comment sounds very inappropriate for multiple reasons. Beyond the obvious gender aspect your pay should be based on the market value of your work not what other people are making.

My advice would be to gather information such as your daily tasks compared to the tasks you were hired to accomplish, competitive pay in your area, and read your company handbook including the tasks under your role. Wait until January during your review to provide your information with supporting evidence (your records of information and examples). I think someone stated earlier that you may be taking the position of the other worker so I would wait that out to see. I too an bothered by the comment "the other women", but it may be that your co-workers mostly consist of women and it was a point of reference rather than a derogatory statement. I rather look at the whole picture than to get offended easily. Again, I would wait until January if you feel that is something you can do. I would never suggest anyone stay in a hostile or abusive situation so if this is the case I will offer what my Auntie has offered to me "you did not have a job before you had that one, and if you survived that then you will survive it again". She is extremely country but very wise.

A few things to consider, if you enjoy the work, feel somewhat supported, if you don’t feel like they are taking advantage of you or that there is any possibility that they will listen to you and realize they may be taking advantage of you, and finally and most importantly you are not staying out of fear of finding another position then wait until January. However having been laid off, and then struggled finding another position I found myself in a similar position where I was hired under false pretenses, where there had been a few red flags and I still took the job. It did not turn out well and no amount of discussion with management made any difference. And I was afraid to leave, I needed that job. What I learned from that is no job is worth your sense of peace, accomplishment, sense of self, all the things work should bring you. Make sure your not making this choice out of fear and don’t stay if more red flags come up. I consider the initial comment about salary, the obvious significant turn over rate, and the need for you to help the other remaining employee since they seem to lack the skills needed for that job all red flags. Stay for the right reasons not the wrong ones.

Agree with holding off till January. Many people working right now have found themselves juggling and cross-covering duties. If you bring it up in the middle of the holidays it might get brushed over in the hectic season. However, taking time to write out your thoughts and factual examples and presenting at your review can reflect maturity and intention to timing.