A new report from the Bentley University’s Center for Women and Business (CWB) has revealed that women are still being undervalued at the negotiation table. While women are increasingly negotiating for wages at rates similar to men, gender discrimination and related biases continue to put them at a disadvantage and negatively impact their success at the bargaining table, reveals CWB.
The report Workplace Negotiations, Gender, and Intersectionality, highlights relevant research and offers significant insight into wage and negotiating biases toward women, including women of colour, women with disabilities and women of different ages.
Latinas stand out among all women as the least likely to seek a raise, reveals the report. In contrast, black women are slightly more or equally likely to seek a raise as white women, but less likely to get one. Asian women are more likely than other women to seek promotions and raises, but they face inconsistent outcomes when they do. They are less likely to be promoted but receive higher compensation for comparable work, according to the report.
STEREOTYPE BIASES
CWB Executive Director Trish Foster believes that women of colour are often unfairly judged. “Biased stereotypes regarding cultural expression present unique challenges for women of colour at the negotiating table. Black women, particularly, are likely to be perceived as angry or aggressive when they simply express passion for the topic being discussed. Organisations and workplace allies have to address this type of bias, starting with training for their hiring managers and other negotiators,” she points out.
The report also finds that women with disabilities are far less likely to feel they have equal opportunities to grow and advance in the workplace. “These findings directly impact the negotiations process for women with disabilities,” states Foster. “Those on the other side of the table need to bring increased understanding and support related to the compounded discrimination women with disabilities might be experiencing.”
Millennial and Gen Z women are negotiating for wages at rates similar to men in many job sectors, yet they are often still asking for less. Recent tech sector data illustrates the point, as 61% of women are asking for lower salaries than men, and 60% of the time, men are still being offered higher salaries than women for the same job titles.
“All of this is simply perpetuating the wage gap between men and women,” Foster points out. “And don’t forget that, using history as a guide, the impact of COVID-19 and the economic downturn will undoubtedly impact women and other marginalised groups more significantly, which is all the more reason to recognise the importance of this data.”
STRATEGIES TO REDUCE BIAS
The report provides recommendations for organisations along with negotiating strategies geared towards women. “We discuss the benefits of greater wage transparency, clear communications about the rules and expectations of negotiating processes and numerous techniques women can adopt themselves to help level the playing field when it comes to wages and negotiations,” explains Foster.
Workplaces can de-bias negotiations by:
- Creating a culture, beginning at the top, that advances diversity, equity and inclusion.
- Adopting specific policies and processes to make negotiations and wage determination more equitable.
- Having wage transparency and clear processes related to negotiations are important examples.
- Encouraging open communications, trust and respect as they are essential to successful negotiations.
Women can improve their negotiation strategies by:
- Doing research — know your data, numbers, the person across the table and the organisational culture.
- Stay focused on your value, incorporating your unique value proposition into your negotiating plan.
- Be sure to practice your negotiating approach to build skill and confidence.
- Employ positive strategies such as a collaborative, “win-win” approach, during the actual negotiation.
Click here to access a copy of the report.
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