salary negotiation for women snonannvorg sabnesone authABOUT AAUW ABUW empowers women and girls through advocacy, education, philanthropy, and research, Our nonpartisan, onprofit organization has more than 170,000 members and supporters across the United States, 2s well as 1,000 local branches anc 800 college and university partners. Since AAUW's founding in 1881, our members have exam- ined and taken positions on the fundsmental issues of the day~educational, social, economic, and political Connect Ee munationa [B aousiavionat EJiamuw #WorkSmart Join Us! Your membership makes AAUW's powerful voice even stronger on critical issues affecting women and girs, Membership is open to anyone holding an associate or equivalent, bachelor’s, or higher degree from a regionally accredited college cr university. Visit www.sauwi org/join for more. Empower Women in Two Minutes Join the AAUW Action Network to receive e-mail alerts and contact your elected officials about public policy ‘issues such as fair pay for wornen! Leam more and sign up at wwwaauworg/actionnetwork. ' towballed my net worth for a large part of my career, only to be frustrated down the road in a jab where | don't feet like I'm being paid what I'm worth. | joined the local AAUW after | learned about AAUW's work on pay equity and salary negotiation* Alyssa R,CONTENTS Learning Objectives 2 Negotiation Step: Know Your Value 3 Learning Opportunity: The Gender Pay Gap and How It Affects You 4 Negotiation Step 2: Identify a Target Salary and Benefits Package 8 Negotiation Step 3: Know Your Strategy . 18 Negotiation Step 4: Practice, Practice, Practice! a Resources 23 Contact Information Sheet aLEARNING OBJECTIVES By the end of this taining, you wilt + Understand the gender wage gap, including its causes and effects + Boable to identify the steps of salary and benefits negotiation + Develop 2 budget and a target salary and benefits package + Practice negotiation strategies and techniques in role-play exercises + Feet confident in your ability to negotiate salary and benefits packages 2 WorksmaRT Salery Negotiaticn for Women eanecaeNEGOTATION STERT Saas KNOW YOUR VALUE Knowing your strengths is the first step to developing the confidence and skills you need to negotiate your salary. When you consider your current résumé, background, and skills, what is one accomplishment, quality, or asset that you have that would highlight your value to your employer? What other accomplishments, positive qualities, or assets do you have? Notes: Salary Negotiation for Women WORKsMART 3LEARNING OPPORTUNITY EARNING OPPORTUNITY THE GENDER PAY GAP AND HOW IT AFFECTS YOU The gender pay gap is re The American Association ef University Women (AAUW) has been on the front tines of the fight for pay equity since 1894. AAUW members were in the Oval Office when President John F, Kennedy signed the Equal Pay Act of 1963 into lew, and mare than SO years later, we continue to lead the push for policies and legisletion to encourage and enforce fair pay in the workplace. Did you know that in 2014, women working full time in the United States typically were paid just 79 percent of what men were paid, a gap of 21 percent? The gap has narrowed since the 1970s, due largely to women's progress in education and workforce participation and to men’s wages rising at a slower rate, But progress has stalled in recent years, and the pay gap does not appear likely to go away on its own, ‘The pay gap is the difference in men’s and women's median earnings, usually reported as either the earnings ratio between men and women oF as a pay gap, as defined below, The median value is the middle value, with equal numbers of full-time warkers earning mare and earning less. Women's median earnings Men’s median earnings Earnings ratio [Men's median eamings - Women’s median earings) ees ‘Men's median earnings In 2014, median annual earnings in the United States for women and men working full time, year round were $39,621 and $50,383, respectively. $39,621 $50,383 2014 earings ratio ($50,383 $50,383, 2014 pay gap = The Gender Pay Gap by Race Equal pay is not simply a women’s issue—it's a family issue. Between 1967 and 2012, the percentage of mothers whe brought home at least a quarter of family earnings rose from less than a third (28 percent] to nearly two-thirds (63 percent). Families increasingly rely on women's wages to make ends meet. A large majority of mothers are in the paid labor force, and a growing number of them are responsibie for sup: porting their families. For the 40 percent of mothers with children under the age of 18 who are their families’ sole oF primary breadwinner, the gender pay gao can contribute to poor living conditions, poor nutrition, and fewer ‘opportunities for their chitdren. For these women, closing the gender pay gap is critical to their families’ future. 4 WoRKsMART Salary Negot lation for WomenLearning Opportunity: The Gender Pay Gap and How It Affects You “ Why the Pay Gap Happens and Why It Matters What are some of the reasons that the pay gap exists? What are some things that we can all do to promote equal pay? The Gender Pay Gap by Race Women's earnings as a percentage of men’s eamings within raceletinnicity Women’s earings as a percentage of white ‘men’s earnings Hispanic or Latina, 89% 54% ‘American indian and Alaska Native 85% 59% Native Hawaiian and Other Pacific Islander 88% 62% African American "90% — White (non-Hispanic) ae 78% 78% ‘Asian American 79% 90% | [Note Based on mestan annual earnings ef full-time, yeer-round workers, ages 16 and older Selary Negotiation fer Wornen WorKsMART 5Learning Opportunity: The Gender Pay Gap and How It Affects You It we account for every variable known to affect pay--hours worked, field, education, and more—there is still @ dit ference between men’s and women’s earnings, AAUW’s groundbreaking research report Graduating to 2 Pay Gap revealed that just one year out of college, women working full time are already paid significantly less than their male counterparts are paid After accounting for all the variables known to affect wages, there is stillan unexplained 7 percent gender pay gap one year out of college. While we don't knaw for sure why that is, we can certainly assume that at least some por tion of the wage gap is altributable to gender bias, Negotiation Can Help (One of the reasons we talk about the wage gap is that it motivates each of us to do something about it. Negotiat- ing your salary is something you can do not only for yourself but also to help close the unexplained wage gap. To learn more about the wage gap, read The Simple Truth about the Gender Wage Gap at www.aauw.or9/ research/the-simple-truth-about-the-gender-pay-gap. The Pay Gap One Year after College Graduation, with and without Explanatory Variables Bo ae § 6 8 8 8 8 ‘Women's average earnings as 2 percentage of man’s average earnings ° Pay gap overall among Pay gap among college greduates college graduates after controlling for factors found ‘to affect earnings Notes The chart shows the pay gap among 2007-08 bachelors degree recipients in 2009. The colurnn on the left shows the pay g=p irong al bachelors cegres ecrents wording full-time one yea” after college graduabon The column on the ght shows the pay 2p attong bachelors degree recipents working (ul ume or ih multiple yobs alter controling fr factors found toafect earrings sbi contri fo Inc bos occupation economic sear, outs Worked per week rullpe obs, morths unemaloyed since cradunion sndergadine cin urzepraate rn wngegaa.ziemstikon sci ton sles ope eon ol eee, {nd martal talus This oral exclude graduates older than age 33 at bachelors degree completion Bburce, Authors analyse of US Department of Eaucaton, Neuoral Center for Education Statistics, 2008-09 Baccalaureate ane Beyond Longitudinal Study dats for Women 6 WorkKsmarT Salary Negetiatic eeLearning Opportunity: The Gender Pay Gap and How It Affects You a Women Negotiate Less than Men According to Linda Babcock’s Women Dorr’ Ask: The High Cost of Avoiding Negotiation—and Positive Strategies for Change + 55 percent of women are apprehensive about negotiating compared with 39 percent of men, + 30 percent of women always negotiate versus 46 percent of men And according to ¢ Leve League survey + 59 percent of millennials didn’t negotiate for any part of their compensation in their current job, and 79 percent didn’t negotiate their offers in their first jobs out of school + 66 percent reported not knowing how to ask for more What about negotiating your salary and benefits gives you anxiety? ‘What are the benefits of eliminating the wage gap? Selary Negotiation for Women WORKSMART 7 WoRKsMagTNEGOTIATION STEP 2 SS IDENTIFY A TARGET SALARY AND BENEFITS PACKAGE Knowing your monthly budget is essential to preparing your negotiation strategy. Bucigeting is a way to determine what your bottom line will be in any consideration of a job or raise, Below, we have included a budgeting guide to assist in your preparation, Next to each category is a suggest allocation of your salary. When planning a budget, be realistic about your costs and the lifestyle that you are cur- rently living or aspire to, Dent leave out things like entertainment expenses, the costs of eating out, and other details. Sample Budget Expenses and Guiding Questions Housing (35%) Mortgage or rent se + Do you own or rent? + Will you live on your own or have roommates or tenants? + IFyou'te on your own, add in monthly maintenance costs, homeowners’ ingurance, and homeowners’ association fees. + Ifyou rent, add renters’ insurance, since many apartment buildings require it tities $ + Uslties can include things like gas, electricity, water, and trash pickup. * Uiilties can be variable, meaning they might cost most in times of extreme weather (summer and winter) Intemeticable s More Financial Literacy and Planning Tools Check out the following sites, or download their apps + Mymoney.gov + Learnvestcom + Mint.com + And check out local offerings for financial literacy workshops. 8 WorKsmaRT Sslaty Negotiation for WomenNegotiation Step 2: Identify a Target Salary and Benefits Package Food (15%) Groceries Meals out + Do you eat out regularly or cook your own meals? + Food costs vary depending on where you live, so research food prices for your area. Special diets Transportation (15%) Public transport and taxis + Are there public transportation options for you in your community? + If s0, what is the cost per ride, anc how many rides per month will you take? Gas Parking Cartoan + Do you currently own a car, or do you need to purchase or lease a vehicle? Car insurance Car maintenance Health (5%) Medicine Health insurance + Does your employer offer health insurance? If so, what are your employee contributions and co-pays? If not, what ate the costs of an individual health ‘care plan in your area? + Do you have prescriptions, dependents, or other co-pays to consider? Dental bills Unplanned medical expenses, including pregnancy and/or pediatric care Additional Salary Research Resources * Glassdoor.com + US. Department of Labor, Bureau of Labor Statistics + Linkedin Salary Negotiation for Women WORKSMART 9 “Negotiation Step 2: Identify a Target Salary and Benefits Package Nw Personal and family (15%) Phone Clothing and shoes Entertainment + How often do you go out with friends, and how much do you spend? + Doyou pian to travel regularly? Gifts/charity + Do you purchase gifts for special occasions or give to any local charities? Chil care Aging family member care considerations : Other (15%) Student loans Credit card payments Savings + What can you set aside from your income each inonth for emergency savings? + What else do you want to save for (travel, new phone, sister's wedding gift, graduate school, wedding, children’s college funds, aging relatives’ needs, or something else)? Total monthly budget How, often will you review your budget? Assess the Market There are many factors you should take into account when you'te creating your salary targets + The overall economic conditions of the area, the demographics, and special conditions that might have ‘a bearing on your particular industry + Who the company’s competitors are + The company's financial health + Local occupational growth of decline Other research sources you should take advantage of include + The business sections of your local newspapers + Business publications + The local chamber of commerce + Anyone who might know the company, the field, or the region 10 WORKSMART — Salary Negotiation for WomenNegotiation Step 2: Identify a Target Salary and Benefits Package Researching a Target Salary 1. Create or update a realistic budget 2. Visit Satary com and type your selected job title and {location into the search bars 3. Compare similar job descriptions, and select the job title that most closely aligns with the profilee's job description and experience. 4. Look at the salary range for the job title from the 25th to 75th percentile, and identify a target salary. ‘Aim high, but be realistic. 5, Calculate the take-home pay for the target salary at Paycheckcity.com. 6. Compare the target salary’s monthly pay with your estimated budget to identify a minimum acceptable salary. 7. Identify what the negotiating range or “bolstering range" is 8. Return to Salary.com and click on the “Benefits” tab to identify the value of what you would get for benefits if paid the median salary for this job title. “ Sample Employee Profile Job titte Target salary ‘Take-home pay. Minimum acceptable salary Bolstering range Value of target benefits Freelancing? You should also negotiate when you're doing contract work. Use these resources to evaluate your rate + Leavingworkbehind com + Sba.gov + Seek out local freelancer networks and ask about thelr rates for comparison. Salary Negotiation for Women WorksMaRT 11Negotiation Step 2: Identify a Target Salary and Benefits Package Se Researching Your Target Your Profile Salary 1. Create or update a realistic budget 2, Visit Salary.com and type your selected job title and location into the search bars. ‘Current salary ————________ 3. Compare similar job descriptions, and select the job title that most closely aligns with your own job description and experience. Job title 4, Look at the salary range for the job title from the 25th to 75th percentile, and identify a target salary. Aim high, but be realistic. Target salary 5. Calculate your take-home pay for your target salary at Paycheckcity.com, Take-home pay 6. Compare your target salary’s monthly pay with your estimated budget to identify your minimum acceptable salary Minimum acceptable satary 7. Identify what your negotiating range or “bolstering range’ is. Bolstering range 8. Return to Salary.com and click on the “Benefits” tab to identify the value of what you would get for benefits if paid the median salary for your job title Value of target benefits 12 WoRKsmaRT Salary Negotiation for WomenNEGONATION STEP $ . ug KNOW YOUR STRATEGY Seeking a Raise or Promotion Timing Your Ask You must decide when the right time is to ask for a raise. The important thing is to decide whether it is best to walt for the normal salary review process or not Set a Meeting with Your Supervisor . Sel up @ meeting to “discuss some aspects of your career development’ Do not say that you're arranging a meet: ing to “ask for a raise, because your boss may avoid responding, Your salary is part of your career development, Begin the Conversation, and Keep It Going ‘+ Make your piteh, + Be quiet and listen + Provide persuasive responses + Wrop up the current discussion, and set next steps. Preparing the Pitch Being articulate about your value and preparing your pitch ahead of time are citical toa successful strategy Determine how you want to persuade your employer of your value. Refer to things like * Specific accomplishments + Recent increases in responsibility in your role + Any savings or revenue increases you've brought to the organization + Awards, recognition, cenifications, or education you've pursued + Successful impact or outcomes that you've brought to the organization Pick your words carefully. Use compelling language, and reorder your points to be as persuasive and effective as possible. And, most important, practice your pitch aloud. Practice saying it to a friend, your partner, a mitror, or your pet. But practice out loud until you are comfortable, clear, and persuasive lary Negotiation for Women WorksmaNegotiation Step 3: Know Your Strategy Sample Language for Your Pitch Consider these suggestions as you prepare your pitch: According to my research, a fair salary range for people doing this job in this area is from. 5. ——— 10 §. My job description says that someone in my position should have at least — ience. | have worked in the department for more than —__ _—- people and___ projects. years of ye years and mai exp In addition to the specific qualifications and duties this job requires, | have been responsible for and | have eamed these additional professional credentials: ‘The company’s mission staternent says ______ This year | contributed to the mission by achieving ‘The CEO said in a news interview that the goal this year is to make $________ in profits; here’s \what | did in our department to make money for the company (or save $___in expenses), thereby contributing te our bottem tine, We share common goals, such as From what you just said, you and | are on the same page about what | can contribute to the company. | thought long and hard about asking for this inctease, but | have accomplished all that has been asked ‘of me and more. In addition, you just asked me to take on these new responsibilities, which include a lot of extemal negotiation. So | was sure that you would be pleased to see that | am someone who can be proactive about negotiation. Practice Your Pitch: Embrace the “We/Us” You might be thinking about something from your perspective, but when you make the pitch, you should frame it to show how it benefits your employer, too. Use "we" and “us” Uberally in place of “I” and “me’ And make sure to express your enthusiasm for the position and your interest in supporting the company’s or ‘organization's goals. 14 WORKSMART Salary Negotiation for Women oANegotiation Step 3: Know Your Strategy “ Can Negotiating Backfire? Because most employers have some latitude when it comes to salaries, negotiating can pay off. But negotiation skills are especially tricky for women because some behaviors, like self-promotion, that work for men may backfire for women, Knowing what skills are worth, making clear what you bring to the table, emphasizing common goals, and maintaining a positive attitude are some negotiation tactics that are effective for women. If you ever feel at risk during a negotiation, remember that itis within your power to stop the discussion at any time. Seeking a New Job Timing the Salary Discussion Salary negotiation starts after you have been offered a job. Avoid naming a number for your expected salary; i's more advantageous if you can respond to a number that the employer offers, f Deflection Strategies if an employer asks you to name a salary range in cover letter, here's 3 possible response: My salary requirement is negotiable based on my experience, the job responsibilities, and the total com: pensation package. Ian employer verbally asks you to share your salary history or cequire ments, here's a possible response: expect to earn a fair market value for someone in this fleld with my level of experience. 'm really inter- ested in learning more about the requirements for this job before | feel prepared to discuss salary. If'an employer asks you to name a range or salary requirements in an employment application or by €-mail, you can just not answer that particular question or write “negotiable” Responding to a Job Offer When you receive your job offer, you will ikely be told the starting salary as well. If not, you should ask for informa- tion about the proposed starting salary and benefits as soon as you receive the job offer Here's what you should do next: + Listen carefully, and know that the employer has started the negotiation, + Pause, reflect, and do not respond immediately—no matter whether the salary is insultingly low or beyond your wildest dreams + At this point, you have the option to start negotiating right away or to thank them and ask for time to consider the offer. You may want to ask for more information, such as requesting what benefits are also available, n for Wer WORKS MART 15 —Negotiation Step 3: Know Your Strategy After receiving the proposed starting salary, you can respond in ane of these ways: “Thank you so much for this offer; | would like some time to consider it. May | please have 48 hours to get back to you? Thank you for the offer. |am excited about this opportunity. Can you tell me what benefits are available aswell? ‘Thank you for the offer Based on my research with comparable roles in this area, I was thinking of something in the range of {state your bolstering range) Based on your situation and if you are managing other job offers, you can suggest from 24 hours up te several days to respond to the employer. Persuasive Responses: What to Do If They Say Noor Yes Having a great pitch or a great interview is one half of the equation, and the other is being able to anticipate the employer's reactions and prepare persuasive responses, These can be helpful whether you're asking for a raise or getting a new job. Here are the keys to preparing good, persuasive responses: + Brainstorm three to fve different responses that the employer might have to your pitch, + Use the information you gathered in your research and from thinking about your vaiue to the organization to prepare your talking points to each potential response, + Practice your persuasive responses out loud. Below, there are several siaternents with blanks after them. Please take five minutes to work through each of them and write down how you would respond. If the employer says, “If | gave you this salary, you'd be the highest-paid employee in this position in our company.” Possible respons If the employer says, “I don’t have the budget for this high a salary” Possible response: If the employer says, “Ill never be able to sell this to the boss.” Possible respons 16 WORKSMART ry Negotiation for Women, SeanaNegotiation Step 3: Know Your Strategy If the emptoyer says yes. Possible response: If the employer says, "I can only give you this much” Possible response: Ifthe employer says, “Wait until next year.” Possible response: Ifthe employer says no. Possible response: Responding to the Initial Salary Offer and Counteroffers ‘Once you've started the negotiation, you might end up having a few different conversations before concluding the negotiation, while each party considers the requests, offers, and counteroffers that are going back and forth, When you are preparing to respond to the initial and follow-up offers, always make sure to + Have your notes in front of you as you follow up with the employer + Have a prioritized list of what you want to negotiate for and in what order + Anticipate employer objections to things you are negotiating fer, and prepare responses based on what you are bringing to the table. Remember that they offered you the job and already want you there, so remind them why during the negotiating process, + Avoid getting personal about why you need the money or benefits + Usten carefully and attentively for how to make this a win-win Once you have an initia offer, you may be faced with one of these three basic scenarios: + An offer below your minimum acceptable salary + An offer above your minimum but below your target salary + An offer at or above your target salary iation for Women WORKSMART 17 MORKNegotiation Step 3: Know Your Strategy NE Responding to Offers under Different Scenarios Regardless of what scenario you're faced with, you can be prepared to respond and negotiate the best deal for yourselt. Here's some sample language you can use in different situations if the Offer Is below Your Minimum Acceptable Salary Raise or promotion Ifyou decide to negotiate closer to your target ‘Thank you again for considering my request. I reviewed the offer, but / wanted to reiterate my contribur tions, such as_____| think I deserve something more in the range of insert bolstering rangel, Can you see if something within the range of [insert bolstering rangel is possible? For a new job If you decide to turn down the offer Thank you again for the job offer. iam excited about this opportunity, but unfortunately | cannot accept the salary. Please let me know if you think there is any additional flexibilty to continue negotiation, but if not I wilt have to decline the offer. If you decide to negotiate closer to your target Thank you again for the job offer. 1am excited about this opportunity. | reviewed the salary and benefits information you provided me. I lke to reiterate my enthusiasm for the position and working with you and the team | think my skills are perfectly suited for this position and are worth more in the range of linsert bolstering range]. Can a range of linsert boistering range] be considered for this position? If the Offer Is above Your Minimum but below Your Target Raise or promotion Ifyou decide to keep negotiating ‘Thank you again for considering my request. | reviewed the offer but, given the research i did on my. position in our geographic area, | was expecting to be in the linsert bolstering rangel range based on my experience. Can a range of [insert bolstering rangel be considered? For anew job Ifyou decide to keep negotiating Thank you again for the job offer. |am excited about this opportunity. My skills and experience are a {great ft for this position and the company. | reviewed the salary and benefits information you provided me. Given the research I did on the position in our geographic ares, | was expecting to be in the [ingest bolstering rangel range based on my experience. Can a range of [insert bolstering range] be considered for this position? 18 WORKsMART Salary Negotiation for Wornen WoRKsMagrNegotiation Step 3: Know Your Strategy “Vv If the Offer Meets or Is above Your Target Raise or promotion Hf you decide to attempt to go above your target ‘Thank you again for considering my request. Given the research | dic on my position in our geographi 2are2, | was expecting to be in the [insert higher end of bolstering rangel based on my experience. Given ny contributions, can a slightly higher range of linsert rangel be considered? H you decide to agree to the salary but negotiate more benefits, Thank you again for considering my request, Given the research | did on my position in our geographic area, your offer is right in line with my experiences and skills. ! would lke to ask a few questions about benefits, For anew job if you decide to attempt to go above your target Thank you again for the job offer. Given the research | did on the position in our geographic area, | was expecting to be in the [insert higher end of your bolstering rangel based on my experience. Cana slightly higher range of linsert rangei be considered for this position? Ityou decide to agree to the salary but negotiate for more benefits ‘Thank you again for the job offer. Given the research | did on the position in our geographic area, the offers right inline with my experiences and skills. | would like to ask a few questions about benefits, Responding to Follow-up AAs you negotiate, you might go back and forth a few times and cycle through one or more of the scenarios above. Throughout the negotiation process, keep practicing and refining your persuasive responses, and always know \what your bottom line is. You never know when the employer is going to need a final response from you. Here are some suggested responses to follow-up offers If the employer continues to offer a salary below your target range Trank you for the offer. | am excited about the opportunity. | know that my experience can bring signii- cant value to the company. Based on my research, for someone with my qualifications, education, and Skill, [was thinking of something within insert bolstering rangel Wait in silence. If the employer says yes to a salary within your target range Thank you for this increased salary offer. | also was hoping to discuss my benefits. ‘Continue the discussion with your benefits questions and requests Salary Negotiation for Women WORKSMART 19 WorKsmaRTNegotiation Step 3: Know Your Strategy ae If the employer says, "I can only give you this much.” Thank you for your consideration. | appreciate your acknowledging my great value to the company | also was hoping to discuss my benefits, Continue the discussion with your benefits questions and requests I the employer says, "No, | cannot go any higher than the original offer.” Stay silent, Wait to see what she or he says of if an explanation is offered. If not, you can say the following} ‘Thank you for considering an increase in the salary offer. Given the experience I'm bringing to the pos'- tion, J would like to further discuss the benefits package. If the employer says, “This is the best we're able to do,” and itis still below your target range, you need to consider how much you value the position. You may want to request to negotiate benefits or other options, but you should also consider whether you want to walk away. Assess Benefits Remember that benefits are an important part of your overall compensation. You should always be thinking about how to negotiate for benefits, too, even if you got the salary you wanted, Check out page 25 for a tist of benefits you can consider negotiating fer. Here's some sample language you can use to ask for a better benefits package If the employer offers a benefits package that is significantly smatler than the norm provided on Salary.com: “Thank you for our discussion about the salary offer, In reviewing the benefits, have a few questions Locking more closely at the package, could you consider providing transportation assistance for my commute? If the employer offers a benefits package that is similar to or exceeds the norm from the information provided on Salary.com: ‘Thank you for our discussion about the salary offer, in reviewing the benefits, | am pleased with the package and just have a few follow-up questions. Is there the possibility of receiving professional devel- ‘opment or teleworking? Concluding the Negotiation As you give a verbal acceptance of the offer in the negotiation, be sure to ask for the complete job offer in writing ‘and read it carefully before signing to make sure everything you discussed is included. 20 WORKsMART Salary Negotiation for WeerNEGORATION STEP 4 ee PRACTICE, PRACTICE, PRACTICE! Your negotiation skills will not improve withcut practice. With each practice, you can improve your abilities to be objective, persuasive, and strategic. The more you practice with others, the more assistance they can provide with positive and constructive feedback to improve your verbal and body language. Notes as employer: Notes as employee: Next Steps for Salary Negotiation Success “There are many things you can do to keep your momentum going after you leave today. + Keep practicing, Use the resources from this workshop each time you prepare to negotiate, ‘+ Share your stories. When you negotiate, we want to know about it! Share your experiences with us at salery@ ‘2auw.org, The more that AAUW can showcase women negotiating, the more we can question the stereatype that "women don't ask” + Pay it forward and share AAUW Work Smart with others, Today you gained significant confidence and skis, Share the information with others in your life to make sure they get paid fairly, too! And help bring this workshop to others. Talk to your facilitator about how to help bring AAUW Werk Smart workshops to your community. Salary Negotiation for Women WorKsmaaT 21 —Negotiation Step 4: Practice, Practice, Practice ‘What was an aha moment for you during this werkshop? What is one thing you will do to practice what you learned in today's workshop? 22 WORKSMART Salary Negotiation for Wome —RESOURCES Suggested Responses: Persuasive Responses Exercise IFyou'te stumped or want more ideas bout how to respond to pushback on your negotiation, here are suages- tions for each scenario, Employer: “If | give you this salary, you'd be the highest-paid employee in this position in our company. | appreciate the challenge that presents, Based on my research, the range I've asked/{or is fair market value and reflects the contributions and value ! bring to this position. What is a more reatistic range that we can consider? Employer: I don't have the budget for this high a salary” If that is the case, would you be open to us working together te identify ways to cover this salary this year oF to plan for increased funds next year? Employer: “Il never be abte to sell this to the boss” ‘There are two possible interpretations of this response. Either the employer agrees you deserve this salary but cart setlit to the higher-up, or the person is trying to avoid giving you this salary, and this is an excuse, Take the employer at her or his word. Perhaps say Ive really appreciated your support throughout these discussions. if you are open to even trying to “sell this to the boss” I1l do everything | can to help you make a strong case. Youcan’t have a better ally than your supervisor or scon-te-be supervisor advocating for you with the CEO! Employer: "Yes" Thank you. Now I would lke to discuss my benefits, Employer: “I can only give you this much” Thank you for your consideration. As | think about whal we've discussed today, would it be ok if I fol lowed up with a question or two? Employer: “Wait until next year.” ‘Thank you for your support. | do want to continue to align my value with the needs of this organization, Can we check in again in four to six months? Salary Negotiation for Women WorKsmarT 23 —Resources NE Employer: "No” Stay silent and wait to see what she or he says, in case an explanation is offered. Listen to the language that is used as you craft. your response, If no explanation is offered, say a polite “thank-you for your time” and ask Is there any feedoack you can give me on the best way to revisit this conversation at a later time? Even if you are disappointed or offended, or you begin thinking about moving te another company, do not say anything to this effect. Just be respectful and professional and teave Benefits You Can Negotiate For Remember that benefits are worth a tot of money; that's why they're considered part of your compensation. Con= sider the following benefiis when you're negotiating. , + Accidental death insurance: This is especially important for dangerous jobs. Business travel insurance: If you travel a lot for the job, it's wise to have this extra coverage. + Dental insurance: This is not included in most medical plans. Its gaining in popularity and is often cheaper through empioyers than you could get on your own, + Dependent care: Some employers offera pian for employees to deduct pre-tax income for care of depen dents, Others subsidize child care (or even offer it on-site) + Disability insurance: There are actually two kinds of disability insurance: short term {up to six months} and long term (beyond six montis). You should really take advantage of this insurance. Sometimes, short-term disability insurance is how employers offer paid parental leave, + Employee-assistance programs: Some employers offer free or low-cost counseling for employees dealing with situations such as substance abuse or family problems, «+ Flexibility in hours and in office time: Many organizations are open to employees setting their own sched Ules and having flexibility n on-site time in the office. This is usually highly dependent on the type of work ang office culture. ‘+ Health and wellness: Some organizations get a group discount to health clubs and country clubs for their employees + Home office equipment: If you arrange to work at home for part of your position, you can negotiate for the company to purchase certain equipment or pay for a specitic service. + Life insurance: This is something we often don't like to think about, but many organizations provide basic term coverage, which you can supplement to provide more protection for your family, + Overtime, travel premiums, and comp time: Many organizations offer some compensation for employees who work past normal hours—whether at the office or while traveling on business + Paid holidays: Most organizations are closed for business on certain holidays and pay their employees for the day off (such as Thanksgiving, New Year's, or Labor Day) + Parking and commuting reimbursement: Not many companies offer these perks, but some companies do provide benefits related to commuting + Pension plans: Employers contribute to plans that accumulate overtime but may also require you to be employed for several years to be fully vested. «+ Professional development: To improve in your field, you may want to attend specific conferences, trainings, CF continuing education courses. Somme organizations pay for these opportunities. 24 WORKSMART Salary Negott WorksmagrResources va Profit sharing: If you are working for a growing organization, profit-sharing programs can offer you great year-end bonuses based on the success of the organization or your division, Retirement plans: Employers sometimes offer a 401k) or 403(b) retirement account. Often, the employer will match part of your contribution. + Salary progression: What kind of increases can be expected in the first three tc five years? What is the average range of raises? Are there performance-based raises and bonuses? + Sick or personal days: Most organizations give employees a certain number of paid sick or personal days per year, Sometimes they'te lumped in with vacation time as “paid time off” ‘Stock options or employee stock-ownership plans: These plans allow employees to purchase company stock options at below-market prices. Title: During negotiation you can suggest a change to align your ttle with your current responsibilities and your long-term career goats. Travel assignments: it jet-setting apneals to you, you can negotiate to have a specific number of travel ‘opportunities to fulfill your work duties, ‘ Tuition reimbursement: Organizations that want to encourage their employees to gain further education and training offer partial or complete tuition reimbursement + Vacation days: Most organizations have a system based on level in the organization and tenure. Entry-level workers often start with a week or two of paid vacation Vision insurance: Eye exams, glasses or contact lenses, and other eye-related issues are not covered by most medical plans, so some employers offer a separate plan, Questions an Employer Cannot Ask You ‘There are many questions an employer cannot legally ask you, We encourage you to research these questions and prepare responses to them. Some examples of questions that you cannot be asked include + Whatis your religious affiliation? + Are you pregnant? + What is your political affiliation? + What is your race, color, or ethnicity? + How old are you? + Are you disabled? + Are you married? + Do you have children or plan to? + Are you in debt? + Do you socially drink or smoke? Likewise, employers cannot make stereotypical comments about women and their work habits or make assump- tions about the work habits of women with children, I you are asked these questions, you can tum the conversation toward your qualifications for the position, but you may want to consider notifying human resources. Salary Negotiation for Women WorKsmaRT 25 WorksmapTResources Ni Suggested Reading Ask for it: How Women Can Use the Power of Negotiation to Get What They Really Want, by Linda Babcock and Sara Laschever The Confidence Code: The Science and Art of Self-Assurance—What Women Should Know, by Katty Kay and Cleire Shipman, Knowing Your Value: Women, Money, and Getting What You're Worth, by Mika Brzezinski Negotiating at Work: Turn Small Wins into Big Gains, by Deborah M. Kolb and Jessica L Porter Women Don't Ask: Negotiation and the Gender Divide, by Linda Babcock 26 WORKSMART Salary Negetiation for Wome eaeececanev a