Black women earn 63.7 cents for each dollar white men make. It’s vital for them to secure the pay they deserve.

July 27 marks Black Women’s Equal Pay Day, distinct from Equal Pay Day on March 12, which indicates how long white women must work to match men’s previous year’s earnings. In contrast, Black women reach this date on July 27, based on Census data showing they earn 63.7 cents for every dollar their non-Hispanic white male counterparts earn.

Career development expert Kimberly B. Cummings emphasizes the importance of helping Black women negotiate fair salaries. She states, "As a woman of color, it's essential to confront challenges head-on and not let emotions interfere with salary discussions."

Even in 2024, Black women must advocate fiercely for equitable pay. Statistics reveal they face more challenges during negotiations compared to their white counterparts, despite negotiating as frequently, if not more. Projections indicate that if the wage gap continues at its current slow pace, Black women won’t achieve pay parity with white men until 2124. Taking action now is crucial, and starting with salary negotiations is an excellent approach.

Securing your worth begins long before the job offer arrives.

In her insightful book Next Move, Best Move: Transitioning Into a Career You’ll Love, Cummings shares essential strategies for women and people of color to negotiate improved salaries.

Assess Your Worth

Prior to your first interview, clearly understand your skills and experience. Be prepared to communicate this effectively to the company you’re interested in.

"Throughout the interview process, you’re reinforcing your brand and value," Cummings advises. Concentrate on the results and transformations you can provide based on your history.

Research Thoroughly

Familiarize yourself with the market rates for your role and industry. Career advisor Allison Cheston suggests knowing what similar positions pay at both your potential employer and its competitors. Utilize platforms like Glassdoor and Salary.com for your research. This knowledge will help shape your salary expectations before you even apply.

“Present a range, ensuring your minimum is just under the top of that range to allow room for negotiation,” Cheston explains. “If Glassdoor cites a salary of $65K to $75K for the role, you might propose $72K to $85K.”

If you realize your stated range was too low, don’t worry.

“You can express that, given your experience, you believe you should be compensated at the higher end of the range, or even above it if warranted,” Cheston states. “Negotiating is always a bit of a dance.”

Prioritize Facts Over Emotions

Never rush to accept an offer. “It's easy to jump at the chance when excitement is high,” Cummings warns. Instead, take a moment to reflect and avoid impulsive reactions.

Gather comprehensive details about the offer, including benefits, retirement plans, vacation time, and parking arrangements. Focus on the factual elements of the offer rather than emotional responses. This factual approach regarding your skills will enhance your negotiation efforts.

“You're not trying to deceive these companies,” Cummings clarifies. It's about ensuring equitable pay based on your contributions and value.

Build Your Confidence

Cummings' top advice is to approach salary negotiations with confidence.

“You must believe in your skills and value to engage in these discussions confidently,” she asserts. “Confidence stems from the facts you present.”

Don't worry about coming off as demanding. “Often, we feel like we're asking for too much or that we're doing the company a favor by seeking fair pay, but that’s not the case,” Cummings emphasizes. “You're providing a service, and they must compensate you fairly.”

Cheston notes that the current job market favors all candidates, particularly women and people of color. “In regions with high vaccination rates, hiring is brisk,” she explains. Employers are eager to fill open positions.

Moreover, many organizations are prioritizing diverse hiring. “There's now a stronger commitment to recruit women and people of color,” Cheston adds. Enlightened companies recognize the need for diverse representation, and this competitive landscape should prompt appropriate compensation.”

To boost your confidence, Cummings suggests maintaining a “happy folder” filled with your professional achievements. And don’t hesitate to reach out to a friend for support.

“No one can uplift you quite like a Black woman,” Cummings shares. “We support each other, so if you need a friend’s encouragement, reach out just like you would for a fun outing.”

Don’t shy away from pushing for what you deserve. “Remember, when a company wants to hire you, you’re at your most powerful,” Cheston advises. “You haven’t made any missteps yet, and your perceived value is at its peak.”

Your potential employer should appreciate your self-advocacy. Negotiating should never jeopardize an opportunity. “If it does, just say ‘Goodbye’ — you wouldn’t want to work there anyway,” Cheston remarks.

Knowing When to Walk Away

There comes a point during negotiations when you must assess the offer critically.

If it falls short of your worth or the market average, or if it doesn’t align with your career goals, consider walking away. “Every career move should be your best move,” Cummings suggests. “If the offer lacks benefits for you, it’s time to move on.”

However, there are exceptions. If you’ve lost your job due to circumstances like the pandemic and need immediate income, take the job while continuing your search for better opportunities.

Entry-level positions often have stricter policies. “Some companies may not negotiate for these roles,” Cheston cautions. “In such cases, inquire about potential salary reviews after six months or eligibility for bonuses based on performance metrics.”

If you’re in a position to negotiate, do so! Armed with your research and a clear understanding of your value, confidently request what you deserve. Cummings emphasizes that the more you negotiate, the easier it becomes.

“This is your career journey,” Cummings concludes. “The power lies not just with the company but also within you.”