Do You Really Want to Know?
Marci Alboher’s Shifting Careers New York Times blog post last week cited the same Penelope Trunk blog post mentioned here regarding transparency with regard to compensation. Marci wrote:
A few months ago, I went to hear Gloria Steinem speak. She said many memorable things, including this: If women were more willing to reveal their salaries to one another, they would make strides in eliminating the gender gap in wages.
She then asked for readers who are in situations where their salaries are either “published” or reasonably transparent to comment. As you can imagine, a lively discussion ensued. Themes I noted:
- people who work in environments where compensation information is available are fine with it — it doesn’t seem to bother them except when they feel that coworkers are taking advantage of the protection they have as a result of being unionized or government workers
- many believe that secrecy benefits the company (whose managers may be making subjective decisions free from scrutiny) and those who are highly paid, disadvantaging others including women
- lots of people just don’t want to know — the idea that a coworker who produces less is being paid more cause all kinds of problems for them.
Yet, knowledge is power. Research shows that women who have solid data can more effectively negotiate for themselves. While you may not be comfortable asking your colleagues how much money they make, do your homework. Some sites to check:
Also, consider other ways to scout for information. Check, for example, to see if there is a salary survey published for your industry. Also take a look at job message boards (Vault is one of my favorites). Join an industry association where you’ll be able to meet other people who do the same sort of work that you do. You don’t have to ask them straight out how much money they make; instead, position your inquiry as a more general question, for example, “What information can you share with me about the salary range for my position at your company?”
One of the readers commented that in Norway there is complete transparency with regard to earnings - evidently there is a database where income (and the amount of tax paid!) is available. Hmmm, maybe we have to move there to close the gender gap in pay?
TAGS: Equal pay, Marci Alboher, negotiating pay, Pay Disparity, Penelope Trunk
Wow! Irony! I had a similar conversation with a female co-worker today. She has been led to believe that cross-training with a soon-to-be retiree was her “in” for the job AND the salary. Not so. As long as you don’t know what she’s getting paid, there are no solid numbers on the table & you are continually fed the “fluff” but not the realities - you won’t get what you want and you definitely won’t get you deserve. Negotiate first. Accept (the job) later.
Comment by Lucretia Robertson — July 24, 2008 @ 9:27 pm
I agree, Carol. Why should any of us be operating in the dark when it comes to salaries? It makes no sense. And it’s a myth that chaos will result if people start knowing what others are paid. It’s a myth secretive organizations perpetuate for their benefit. Getting to know some insiders is key — people, male and female, who know what others are being paid. Eventually over coffee, it’s possible to simply ask about pay ranges. Also, people often are willing to say what they’re paid if they get to ask you the same question. You’re right. It doesn’t help women to buy into myths when they ought to be clear about where they stand in terms of pay. If we worry about who this upsets, we help a bad situation continue.
Comment by Dr. Kathleen Kelley Reardon — July 25, 2008 @ 4:36 am
Lucretia - I couldn’t agree more; once you’ve said “Yes”, your negotiating leverage decreases substantially.
In situations like the one you describe, it is critical to have the compensation conversation early in the process. People who assume that the company will “take care” of them are almost always disappointed.
Comment by Carol Frohlinger, JD — July 25, 2008 @ 9:22 am