Gender pay gap: If you’re a woman, here’s how to make sure you’re paid fairly
Monday marked this year’s Equal Pay Day – the day when women effectively stop earning relative to men. In other words, from now until the end of the year, women are working for free. Ouch.
But the reality is that lots of women face no discrimination as they attempt to climb the career ladder, and working in a target-based industry helps. In my world – the world of recruitment – if you hit your number, you get paid.
The pay scale in target-driven jobs is geared towards rewarding success. What matters is that you’ve got what it takes and you work hard, regardless of whether you’re male or female. If you don’t, it will soon show. With clients, too, when it comes to negotiating salaries for a woman or a man with the same level of experience, I’ve never experienced any issues.
Read more: Gender pay gap: Why Cameron’s announcement is good news for the economy
For diversification reasons, our clients want women who have got the right qualifications and are willing to reward them – on a level playing field with men. Moreover, the fact that the event is five days later than it was last year is encouraging, as this demonstrates that the gap is narrowing.
Yet even for women who think they're paid fairly, it's hard for them to know whether they're really a victim of discrimination. Salary is a topic that is frequently tip-toed around. We need to break the taboo and start an open conversation. But until that point, here are some thoughts on how to ensure you’re treated equally in the workplace:
1. Know your market value
Acquire a broad indication of how much you should be earning in your role and industry. Cross-referencing average incomes to your own could be a simple way to spot if you’re being unfairly paid. If this is the case, do your homework, crunch your numbers and present a business case for yourself. For instance, if you can demonstrate how much revenue and business you bring in – successful sales, opportunities etc. – then you’ve got an irrefutable case.
2. Identify a senior sponsor and mentor
Identify yourself a senior professional that could help promote you inside the business. Similar to a line manager, they can offer career guidance, informing you of the values sought after by leadership teams. They also possess influence and power in assisting you to progress.
Additionally, discovering an external industry player to mentor you can be greatly beneficial. They not only provide invaluable industry insight but can also supply an outsider’s perspective – looking at your situation with an objective lens may yield thoughts and ideas you might never have considered.
3. Speak up
The conversation currently being held on this topic is valuable in raising awareness and inspiring the next generation of women entering the workplace to be confident about the value they deliver to their organisation, being rewarded for it and speaking up. If you feel you aren’t being treated equally, say something, or ask why. Sheryl Sandberg’s book ‘Lean In’ taught me these valuable lessons and more notably why it’s important to have a strong presence in the boardroom. Show your boss and colleagues the capabilities you have to offer, and give them no excuse to treat you unequally.