Take charge of the gender pay gap and know your value during your job search. Here’s how to confidently request a raise as a woman.

It's disheartening that women earn only 85 percent of what men make for the same roles. The gap is even larger for women of color. Mothers receive just 71 cents for every dollar earned by fathers. At this pace, the global gender pay gap won't close for another 134 years, based on data from the World Economic Forum. These numbers are not just frustrating; they demand action. Here’s how to advocate for a raise, helping to bridge the pay gap for yourself and future generations.

Change Begins with Us

We've all heard the well-meaning advice: Ask for a raise.

Maybe you're tired of hearing it or have tried and faced rejection. It’s understandable to feel disheartened. Yet, nearly a third of women still hesitate to initiate this conversation. According to a study by Credit Karma, 31% of women feel uncomfortable asking for raises. Further, two-thirds claim their salaries hinder their financial aspirations, such as paying off debt or saving for retirement, with over a third unable to afford basic necessities like rent.

Now is the right moment to seek a higher salary. While it may feel like a small step for women’s progress, it can spark broader change. When one of us asks for more, it can create a ripple effect, inspiring countless others in the future.

Haley Sacks, a financial educator, explains that the gender pay gap is a societal issue, but it’s up to individuals to close their own gaps. Asking for a raise is not just about personal gain; it promotes financial fairness for all.

Demand Pay Transparency Alongside Your Raise

Requesting a raise is crucial, but don’t stop there.

“You must also ask for transparency in pay practices,” advises Colleen McCreary, a Chief People Officer. “It’s essential to address both issues.”

If your company relies on data for salary determinations, it’s acceptable to inquire about the specifics.

“What surveys are you utilizing? What companies are your benchmarks?” McCreary suggests. “If your manager struggles to justify significant pay disparities, that’s a red flag. Don’t hesitate to seek clarity on how salary ranges are established.”

Document Your Achievements

“Women often believe our work should be enough to speak for itself,” says McCreary. “However, our achievements can go unnoticed by management.”

This calls for women to maintain a record of their accomplishments. Consider sending this summary to your supervisor each quarter or compiling it in a document for performance reviews.

“Keeping track is vital, as it’s easy to forget the impact of your work,” McCreary notes. “Highlight your contributions and articulate how they benefited the company.”

“In negotiations, both parties should feel they’re gaining,” Sacks adds. Presenting your accomplishments equips your manager with the necessary arguments to support your raise request. Too often, we assume our managers can simply grant raises, but they may need to escalate the request through multiple channels.

If you’re unsure who makes final pay decisions, it's time to find out. Clarify the criteria for pay raises and ensure you document your successes diligently.

Identify Company Values and Seek New Opportunities

Before asking for a raise, understand what your company prioritizes regarding contributions and results. “Are they focused on customer growth, revenue in specific areas, or website traffic?” McCreary queries. “Align yourself with projects that contribute to these goals and pursue those opportunities.”

Aim to get involved in high-impact projects.

“Too often, women lack access to impactful roles,” McCreary remarks. “Identify which projects can position you for promotion, a raise, or greater recognition.”

She recommends asking: “What can I do to advance more quickly and be rewarded accordingly?”

Speak Up and Embrace Confrontation

Repeat after McCreary: “I don’t think you appreciate my contributions as much as you do my male counterparts.”

If you suspect pay inequity, it’s time to voice your concerns. Address any discrepancies immediately.

“Women often prioritize team and company interests, sometimes at their own expense,” McCreary explains. “Ironically, our caring nature is why we should demand more recognition and compensation.”

Even without direct evidence of pay disparity, it’s important to firmly pursue your request. Consider saying, “Fair pay is vital to me for recognition and equity. I want to ensure I'm optimizing my compensation.”

Bring Your Best to Salary Negotiations

“Research before entering salary discussions is key,” McCreary says.

However, if no one at your company shares pay information, and you’re uncertain of fairness, what’s next? Connect with peers in your industry. Reach out on LinkedIn to start conversations with similar professionals.

Join supportive groups where individuals are willing to share insights. These private forums are created by women, for women.

Once you gather relevant data, practice your pitch.

“Rehearse until you feel confident articulating your points smoothly,” Sacks advises. “You’re building your confidence in discussing salary matters. Prepare before your big moment.”

While inflation affects everyone, it shouldn't dictate your pay. Your raise should reflect your performance and market demand.

“Currently, the job market favors workers,” McCreary says. “When making your case for a raise, focus on your contributions, not inflation. Emphasize your impact and seek recognition in your salary.”