The Reform Pay Equity Initiative is pleased to provide these resources to support employees in honoring their self-worth and advocating for themselves during the hiring, negotiating, evaluation, and promotion processes:
BEST PRACTICES IN NEGOTIATING AN EQUITABLE SALARY
Resources and how-tos in salary negotiation
- Negotiation Skills Training
- Negotiating a Salary (Coursera)
- How to Answer "What Are Your Salary Expectations" by Amy Gallo
- The Board Experience- A conversation about women, the workplace, and success
- Advancing American University Women- salary negotiation
- Wellesley College perspective- Salary advice and work negotiations
- Negotiation Training (advancingwomen.org)
- Watch Rabbi Mary Zamore and Dr. Amy Beacom’s webinar on knowing your worth and pay equity
BEST PRACTICES IN SPEAKING WITH COLLEAGUES ABOUT SALARIES
Speaking openly about salaries can feel uncomfortable for some people – but doing so is an essential part of identifying and correcting the wage gap. Unless we ask, we won’t know what a colleague is earning; and unless we know what a colleague is earning, we won’t know if a wage gap exists. If you do not feel comfortable publicly collecting salary information, consider beginning with a trusted colleague and – if your professional organization provides such data – consulting them for guidance.
BEST PRACTICES IN BRINGING A WAGE GAP TO YOUR CURRENT EMPLOYER’S ATTENTION
Look up salaries of similar positions and compare them to your current position, making sure to adjust for the cost of living. If your research reveals a wage gap, you can present your employers with the data to start the conversation. If you belong to a professional organization, they can provide data and advice. Sometimes a wage gap can be corrected quickly; sometimes a multi-year plan will be needed. You do not need to wait to raise this issue. You can even start the conversation mid contract.
BEST PRACTICES IN CONSIDERING OTHER BENEFITS
Paid family leave is crucial in compensation packages. It should be granted to all employees, but unfortunately this is not the norm currently. Financial incentives such as pension contributions and a professional development allowance, as well as elements to promote a healthy work-life balance such as flexible hours, remote-work options, and paid sick/vacation days, are also worth pursuing. You may wish to share with the employer that these features can enhance employee satisfaction and longevity, proving beneficial for both employer and employee.