Why a lot of women do not ask for a pay raise in the first place
Women often hesitate to ask for a salary increment because of multiple reasons, say Nimisha Dua, CHRO, Grip Invest, an alternative investment platform. To begin with, societal conditioning can instil lower confidence in women, more than men, when negotiating salaries. The lack of women role models can hinder their ability to envision themselves in leadership positions, leading to a situation where they are unable to negotiate with conviction. Women also carry the burden of being a caregiver, which often leads to concerns around work-life balance. Moreover, the fear of the repercussions of such responsibilities — like being overlooked for opportunities or being labelled as difficult — are other prominent factors that significantly deter them from demanding higher pay, according to her.
Perception plays an important role here.
Bhavya Misra, CHRO at Godrej Capital, a financial services company, says: “Studies indicate that women are often trained to prioritise collaboration and avoid conflict, resulting in a reluctance to negotiate for higher salaries out of fear of being perceived as demanding or too ambitious.”
This sense of hesitation gets exacerbated by confidence disparities, with women conditioned to undervalue their capabilities and contributions compared to their male counterparts, which further leads to either requesting lower salary hikes or avoiding negotiating altogether, she explains.
But why is it that those who ask also don’t get it?
Even when women request a raise, several obstacles can hinder the success of the request being granted. Dua says factors such as unconscious prejudices often influence decision-makers to undervalue women’s contributions and question their abilities. The lack of dependable advocates to attain positive negotiation outcomes also adds to their challenges. Some women may also lack confidence and necessary skills to negotiate due to a constant pattern of undervaluing their contributions. Having said that, she says that ultimately, it’s the organisational culture that makes all the difference. “Companies that prioritise diversity, equity, and inclusion are more likely to support women’s requests and achieve pay equity.”
Misra also holds the opinion that unconscious gender stereotypes can influence how women are viewed during salary negotiations. Their requests are often perceived as being less valid or aggressive compared with those made by men.
The fact that compensation numbers are confidential may further disadvantage women as they sometimes struggle to determine their market worth, especially after career breaks. Nonetheless, compensating fairly across diverse groups for similar roles is a responsibility that organisations themselves must take seriously, she adds.
When is it the best time to ask for a raise?
Companies should not wait for employees to ask for pay increments; it should happen automatically.
“Ideally, the organisation’s compensation philosophy, policies, market benchmarks and employee performance should guide salary increases and this should not be left to the employees to ask for. At Godrej Capital, we ensure a robust compensation planning and review process that ensures a fair process by design,” says Misra.
In case employees believe they are being underpaid, she says, they must ensure a solid performance impact in their respective role before asking for additional compensation.
Approaches to raise the issue: Women’s edition
Both the CHROs offer a bunch of strategies that women can implement to achieve the desired pay raise. To begin with, it’s imperative to keep a detailed record of accomplishments, including quantifiable results, to demonstrate your impact, as well as unique skills and experiences that you have added to your arsenal.
Next, engage in a candid conversation with the manager and the respective HR partner to present factual information and firmly ask for what you believe is fair. However, ensure that the conversation is not emotionally driven, and be open to hearing the organisation’s point of view to reach the best outcome. Do thorough market research through platforms like Glassdoor to understand your role’s value. Another piece of advice from the experts is to practise negotiation to build confidence.
Also, one must choose the right time to ask for a raise. An appropriate time might be after a significant career achievement, to show the growth graph. However, if the option of a raise isn’t immediately available, women employees can drive the conversation around a lot of non-monetary incentives like flexible work arrangements or professional development.
Lastly, choosing an organisation that believes in building a diverse workforce and an inclusive culture is key. Candidates must familiarise themselves with an organisation’s policies, values and commitment to fairness before committing their own career to it, add the experts.