Tag Archive for: Negotiation

5 Negotiation Tactics Women Can Use to Fight the Gender Wage Gap

Negotiation tacticsNegotiation seems to be the best way to fight the gender pay gap. In general, it has been shrinking in recent years, according to a glassdoor study, the current status of the wage gap in the US is still at about 21%, which figures into women making an astonishingly unfair .79 cents for every dollar a man makes in aggregrate. We understand that each company and each industry differs in efforts to remedy this historical issue, but one thing is clear at the current rate it will take about 40 years to reach an equitable pay scale, according to the Institute for Women’s Policy Research.  Negotiation tactics can be an important tool for women in the fight for equal pay.

Negotiation Tips for Women

Potentially the number one weapon in the arsenal against the gender pay gap is improved negotiation tactics for women. According to a recent Harvard Law article, studies surrounding the negotiation of salary demonstrate that male candidates tend to use tactics that achieve better results than women. Deeply ingrained societal biases surrounding gender roles prevent traditional male-centric negotiation strategies from being as effective for women as they might otherwise be. However, there are ways that women can significantly affect the gap by educating themselves in tactics that work well, combating gender biases and stereotypes.

University of Münster’s Jens Mazei and colleagues studied the strengths women had when compared to men in negotiation in a paper called “A Meta-Analysis on Gender Differences in Negotiation Outcomes and Their Moderators” published in the Psychological Bulletin. They discovered some intriguing ideas that indicated how women could leverage strategies that would narrow the gender pay gap significantly. Here are five findings to use in your negotiation approach:

1. Reframe the conversation: Mazei’s research indicates that due to a societal understanding of women as nurturing, women in negotiation are more effective when they consider the idea that they are working on behalf of someone other than themselves. When women come into a negotiation with a supportive notion that they are fielding a larger purpose, such as getting more for their team or even fighting gender inequality so that the next generation will get a fair shake, they tend to be more effective in negotiation.

2. Get used to the bargaining table: Like anything else, negotiation takes practice. Because, perhaps, gender bias perpetuates the attitude that it is unseemly for women to engage in negotiations, men generally have put a great deal more time into it. This lack of experience, however, is a large factor in the imbalance between men and women in this area. Getting as much negotiation experience as possible will help even the odds significantly. Practicing bargaining with others in simulation on a regular basis can have a very positive effect on the real process.

3. Informational gathering including salary transparency: Having all of the facts surrounding a position may be even more crucial for women in negotiation than it would be for a male candidate. According to Glassdoor, when women know the specific salaries, for example, of those that work in comparable positions, they have an improved ability to negotiate more equitable compensation. Indeed, companies that practice more transparency in salary have been shown to more actively lessen the wage gap in their workplaces. In addition, Mazei mentions, not only do women feel more confident in negotiation when they have this kind of information, because it is not subjective, it is easier for women to reference a concrete number without facing adverse reactions from men who might otherwise feel their authority challenged.

4. Control your visual cues: Understanding how you are presenting yourself when in an interview is obviously very useful. Some tactics that have been suggested when it comes to body language that helps women in negotiation is to make regular eye contact. Also, make low broad gestures that originate from the shoulders instead of at the elbow; this is something that expands your body allowing you to take up space more effectively. Making sure you are presenting yourself in a position of strength is something that male negotiators do regularly and should be a common practice for women as well.

5. Think about your word choices: According to executive speech coach Darlene Price, aspects of vocal inflection like upspeak can undermine the idea that you have confidence in your statement. So can putting qualifying words on the ends of otherwise concrete statements; it creates the impression of hedging. If you find you are adding phrases like, “Do you agree?” or “Right?” unconsciously to the end of statements, it is not supporting your cause and promotes the idea that you require validation for your thoughts.

It’s unfortunate that women need to work harder than men in the current system to achieve something as basic as salary equity, but many do. Employing negotiation tactics like these can help women to reach this desired reality more quickly.

Guest Contributed by Sierra Skelly

About the Author

Sierra Skelly is a creative writer and marketer from San Diego. She loves red wine, black coffee, and chilling murder mystery novels with a strong female lead.

The opinions and views expressed by guest contributors are their own and do not necessarily reflect those of theglasshammer.com

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Vacation Days: How to Negotiate for More PTO

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Vacation Days

Image via Shutterstock

As a smart, powerful woman, you’re used to negotiating. You’ve made your case for a higher salary equal to your peers, and gotten it. You’ve held your own against both male and female colleagues on projects, and won respect because of your fair, level-headed approach. All these reasons, and more, are why you’re on your way up the ladder.

But what about negotiating for other benefits, like vacation days? Assuming that benefits like paid time off are set in stone when you join a new company or are in a bargaining position during your yearly review is just that — an assumption.

You tend to forget about time off as a bargaining chip, but it’s a valuable asset to negotiate for. Next time the opportunity arises, think about how you can position yourself for more vacation time.

The Importance of Vacation

It’s no secret that America is way behind the rest of the world in vacation time when it comes to guaranteed, nation-wide benefits.

Although some firms have great benefits, legally, you aren’t entitled to any vacation days. Compare that to Brazil, where they’re entitled to 30 vacation days a year.

Work burnout is serious and can cause a lot of issues that can be detrimental to your health. Additionally, studies show that burnout subjects have issues managing their emotions, which could make them more vulnerable to depression. You don’t need something like that getting you down after how hard you’ve worked to make it this far.

In the long run, more paid time off could be even more valuable than a pay raise. Here’s how to get more than those guaranteed 10 days of vacation:

1. Negotiate Right Away

If you’re just starting a job, try to negotiate during the interview process. You can tell if the company really wants you and your skill set is in high demand. Use that as a bargaining chip. The more the company wants you, the more likely they’re going to give you that extra vacation —perhaps even more than you were expecting.

2. Know What You Want

Know the number you’re looking for before you go into the meeting. If you’re negotiating for more PTO instead of some sort of raise, figure out how much vacation time would equal the raise you would be getting. If you know what you want, you know you won’t stop until you get it.

3. Do Your Research

Here’s where your networking skills come in. Find out what other people in your industry have done to successfully negotiate – whether it’s a business deal or a PTO negotiation. See what other requests have been granted or denied to employees in your company. How much were they getting on average? This helps you come up with a number and also gives you insider info on how to get what you want.

It also helps to know the boss you’ll be asking for it from. If you have some trusted colleagues, start asking through the grapevine and see if there’s any timing in particular that works best or if there are certain ways to propose it. Knowing more about the boss lets you mold your presentation to be as attractive as possible.

4. Propose the Benefits of Vacation Time

In addition to the various health benefits it offers, vacation can improve your productivity. A study found that for each additional 10 hours of vacation an employee took, their performance ratings improved eight percent. If you show what a good refueling session can really do for your productivity, it’ll give incentive for both you and other employees to get the amount of vacation they need — and for your boss to grant it.

5. Make a Plan

How can your boss say no when you adequately demonstrate that no work will be left undone in your absence? Explain how you plan to work ahead and cover your work. You can even suggest a cross training program.

Cross training makes it easier for people to take vacations because other people are trained on how to do their job. Basically, as a powerful, smart woman, you get your work done before you leave, and anything that pops up while you’re gone will be covered by people you’ve trained to kick butt in your absence.

With jobs covered at any time, it’s easier for you — and other employees — to take the vacations you want. That’s just one of the benefits.

Tell them how it could lead to higher efficiency and productivity, as well as letting employees learn new skills and possibly discovering new talents in their job capabilities. Research stats to back up the benefits of cross training and create a whole presentation so it’s not just about your vacation time. Implementing this program could be beneficial to your career as well.

6. Be Prepared for a “No”

There’s a good chance your boss has a reason to say no, so don’t let it catch you off guard. You know how to prepare for this, so make sure you keep your cool when it happens. Ask if there are any circumstances that would allow more PTO to happen. Try and work together to find some sort of compromise, if there’s one to be made. Find a way to make it happen.

Show that you can get all of your work done before your vacation would even happen. You’re a powerful woman that can get everything done before you leave. If something were to come up while you’re gone, direct the boss towards the couple people you’ve trained to kick butt in your absence. Prepare ahead and make it hard for them to say no.

Time is something you can never get back. While the hassle of negotiations is never fun, this is something you want to take charge and make sure you get it.

By Sarah Landrum

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Things to Negotiate for….Besides More Money

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Smartly dressed young women shaking hands in a business meeting at office deskYou’re no stranger to the idea of salary negotiation when it comes to career advancement, but that’s just one of the fringe benefits up for discussion at the bargaining table on your road to the C-suite. You can’t go in assuming that certain perks like maternity leave or promotions are a given. Be prepared. One of the most effective tools at your disposal is your bargaining power.

Be Bold

Sheryl Sandberg discusses many of these points in her book, “Lean In: Women, Work and the Will to Lead.” Don’t be afraid to go to the table knowing what you want for the future of your career. Take charge, as Sheryl writes:

“Taking initiative pays off. It is hard to visualize someone as a leader if she is always waiting to be told what to do.”

That doesn’t mean you should storm through the office door and make outrageous demands, expecting them to be met instantly. Approach the situation with the right information and engage in tactful and professional discussion. Not sure exactly what that means or what those negotiations should entail? Here are six topics to keep in mind, and how you should approach them.

1. Flex Time

In the modern workplace, there are actually more people than you think working outside of the office with more flexible, nontraditional schedules. In a 2013 survey by the research group Catalyst, four out of every five respondents holding graduate-level degrees said they had some kind of work flexibility with their employer – that’s a whopping 81 percent.

In order to secure that type of perk at your next position, you’ve got to go in knowing exactly what you want from the flex time – both the when and the why. Your employer is going to be more keen to accept this stipulation if you have a detailed plan heading into negotiations. Be sure that you’ve cross-referenced any existing flex-time policy with the HR department to cover all your bases.

2. Professional and Personal Development

Make sure your future employer knows about your interest in professional and personal development. Continuing to learn and grow in your chosen profession keeps your skills innovative and creative, which will enrich the working environment for those around you as well. In fact, this type of incentive is among one of the most sought-after additions to an employment package by millennials. Consider asking about family friendly programs that encourage a work/life-balance, one of the most important points for Gen Xers.

3. Promotions

If you find yourself facing your annual review, consider your promotion options. Don’t be afraid to demonstrate how you’ve added value to the company, and why you should be considered for compensation.
Of course this doesn’t just magically happen one day by telling your boss you’re a rock star and should be paid accordingly. You need to work on cultivating a relationship and proving you are a valuable member of the company – these real bosses will give it to you straight.

In fact, a study done by Accenture in 2011 found that 85 percent of employees out of the 3,400 companies it surveyed got something – whether a large increase in salary to some kind of other incentive – simply by asking for a raise.

4. Maternity/Paternity Leave

Unfortunately, this is still an issue. In all the developed nations of the world, the U.S. is currently the only one that does not offer federally mandated parent leave. In OECD’s 2014 family database document, America literally has 0s across the board. You are not guaranteed anything.

Luckily most companies that want to retain talented staff recognize the importance of maternity/paternity leave. You could piggy-back your discussion concerning flex-time as well, and increase your chances of extending time at home with your new addition.

5. Vacation Time

Other than maternity leave, vacation time is also extremely important. Again in the U.S., the average employee has less vacation time than most other advanced economies in the world. Typically, a worker is only entitled to 10 days of paid vacation and six holidays, but even these are not guaranteed – quite different than the 30 days in France or 20 in New Zealand.

As you well know, this is where your bargaining power and value to the company can come in handy to secure more than the 10 days. Use tact, and also offer solutions for the time you are requesting to be away For example, tell your boss “I’ll be out of the office, but regularly checking my emails.

It’s important that you take advantage of complete time away from the office for a recharge. You’ll be more of an asset to your company when you return re-energized and refreshed.

6. Big Project Participation

If you really want to put yourself out there and be bold, ask to swim in the deep water, rub shoulders with the executives and request to work on the interesting projects that are happening in your company. This will help you get noticed, and you can also take the opportunity to cultivate mentoring relationships at the leadership and management level.

By Sarah Landrum

Sarah Landrum is a Penn State graduate, marketing specialist, freelance writer and the career expert behind Punched Clocks.
 
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How To Negotiate Effectively: A Winner’s Guide

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happy man with womenGuest Contribution by Molly Fletcher

For nearly two decades, I worked as one of the only female sports agents in the industry, negotiating contracts and marketing deals for a client list of top athletes, coaches and broadcasters.

I left my career as a sports agent to start my own company because I believed there were lessons I learned within the sports environment that could help people in the business world become more productive. One of those lessons—how to negotiate effectively—inspired my most recent book, A Winner’s Guide to Negotiating: How Conversation Gets Deals Done.

My advice applies to anyone who wants to be a good negotiator, but is geared specifically towards executive women. Research has shown that there is a social cost for negotiating that is statistically significant for women and not for men. Instead of examining all the complex reasons why that is the case, I focused on how women can be more effective when they enter their next negotiation.

Set the Stage

Setting the stage refers to gathering all types of hard data and marrying it with qualitative information to create a compelling case. When clear standards for negotiation exist, women actually negotiate at about the same rate and just as effectively as men—so the more data you can arm yourself with, the more confident you can be in your ask. It’s also about 360 degree awareness. You have to get clear on the goals, needs, gaps, values and fears of the other side. What do they value? How do they define success? Is this the right time to make the ask?

Add value

The best thing you can do to put yourself in a successful position to negotiate is to find ways to add value. Most negotiations don’t happen in one meeting. They are built over time, through conversations and relationships. The more you can do to add value to these partnerships, the higher your chance of success when you make your ask. Put yourself in the shoes of the other person and determine what gaps exist and how you can be a solution.

Build relationships

Ask yourself, do I have someone within this organization who is willing to go to bat for me? Be intentional about building strong relationships and find someone who you can trust to advocate for you. Some of the most important conversations about your future happen when you aren’t present. Having a senior leader advocate for you is like having an agent negotiating on your behalf.

Be authentic

Too often, women feel pressured to become somebody else when it comes to negotiation. As I share in my book, effective negotiation isn’t a battle between wills, it’s a conversation between people. Approach the negotiation as you would an important conversation. People respond better to consistency and you will be more comfortable with the ebb and flow if you are in your own comfort zone. Use your own strengths to your advantage instead of copying what you perceive to be as the most effective negotiating styles.

The greater good

Research has also revealed that women who negotiate on behalf of others are generally perceived in a positive manner. That’s why it’s particularly important for women to take a big picture approach when negotiating on their own behalf. Frame up the negotiation from the “we” perspective. How is what you are asking for going to benefit the organization as a whole? How have you contributed in ways that have added overall value? The more you can get into the head and heart of the other side, the better you can frame up the conversation as a win-win. Demonstrate that you understand their perspective, and aren’t approaching this conversation from your own self-interest.

Why is negotiation so important for women? First, it’s a small but important piece in closing the wage gap. The importance of negotiation, however, goes beyond just money. When women don’t negotiate, they sacrifice more than just money. They sacrifice opportunity—for training, growth, leadership, recognition and promotions. It becomes a cycle, because in order to change the stereotypes and expectations about women negotiating, we must have women in leadership positions. This was a huge part of my motivation for writing my book—not just to inspire individuals to ask for what they want but to spark a greater conversation that leads to change.

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