Compensation and Contract Negotiations

AI just told women to accept 20% less pay A new study from the Technical University of Würzburg-Schweinfurt (linked in comments) just confirmed what many of us suspected: ChatGPT and other AI models systematically recommend lower salaries for women than men with identical qualifications. Up to 20% lower. In some cases, that's a $120,000 difference just by changing "he" to "she" in the prompt. 😵💫 Let that sink in for a moment. As someone who's spent years helping women negotiate their worth, this doesn't shock me. These AI models are trained on data that reflects decades of systemic bias - the same bias that created the gender pay gap in the first place. But here's what concerns me most: women are increasingly turning to AI for career advice, including salary negotiation guidance. And now we know these tools are literally programming women to undervalue themselves. So let me be crystal clear about this: ⚡ Stop outsourcing your worth to machines that don't understand your value! ⚡ Your salary negotiation shouldn't be guided by an algorithm trained on historical inequality. It should be based on your actual market value, the specific problems you solve & the measurable impact you create and linking that to what companies truly need. The real issue isn't just biased AI - it's that many women lack the confidence and skills to negotiate effectively in the first place. And now AI is reinforcing those insecurities with "data-driven" advice that's actually discrimination-driven. Here's what you should do instead: 💪 Learn to negotiate as a core professional skill, focusing on advocating for yourself rather than others (which women tend to struggle more with than men) 💪 Research salary data from multiple sources, including human ones 💪 Build confidence through practice and preparation 💪 Focus on the value you bring, not what others "think" you deserve Because here's the truth: if we don't learn to advocate for ourselves effectively, we'll always be at the mercy of systems - human or artificial - that undervalue us.

The Smartest Salary Negotiation I’ve Ever Seen A few weeks ago, I interviewed Lakshmi for a senior product role. On paper, she was solid. But what impressed me most? Her negotiation. Lakshmi’s current salary was nearly 50% below market. Most candidates in that position would just accept a decent bump. Not her. When asked about expectations, she came prepared, not just with a number, but with proof. Salary reports from three platforms. Screenshots of job postings with clear pay ranges. A summary of her impact: ₹1.7 Cr in revenue growth. She didn’t just claim her value, she showed it. When the question of current salary came up, she didn’t flinch. “My current pay doesn’t reflect my market value. Let’s focus on what I’ll bring to this role.” She shifted the conversation from her past to her potential, effortlessly. Then came the moment that sealed it. She stated her expected number — nearly double and stopped talking. No rambling. No justifying. Just calm, confident silence. The room went quiet for a few seconds… until the hiring manager broke it, acknowledging her research and opening the door for alignment. Throughout, Lakshmi stayed positive and collaborative. “I’m excited about the role. I’m sure we can find a package that works for both of us. What flexibility do you have?” No demands. Just partnership. The result? She walked away with a 95% salary increase — our highest offer that quarter. But more than that, she showed us exactly the kind of strategic, confident thinking we needed in the role Takeaway: Salary negotiation is more than numbers it’s a live demo of your value.

Most women in marketing aren’t underqualified. We're underpaid. And undercharging. We hesitate to negotiate. We accept less than we deserve. We assume “that’s just the industry standard.” It’s not. I see it all the time with Girls in Marketing, talented marketers working for less than they’re worth, whether that’s in a full-time role or as a freelancer. So many women in marketing are overdelivering and under-earning, not because they lack skills, but because they’ve been ✨ conditioned ✨ to accept less. And no, this isn’t about asking for unreasonable salaries. It’s about closing the gap between talent and pay. Salary transparency isn’t just a nice-to-have, it’s a necessity ✅ Negotiation isn’t an aggressive move, it’s a fundamental career skill ✅ Knowing your worth isn’t arrogance, it’s the key to long-term success ✅ So if you’re sitting in a role where you’re underpaid but over-performing, this is your reminder: you don’t need to wait for permission to ask for more. And no... “that’s just the industry standard” is not a reason to accept less. If you’ve ever felt like you’re underpaid or undervaluing your work, you’re not alone 💓 But it’s time to stop normalising it 🫡

A man was hired over a woman. Following 7 rounds of interviews. When the woman (my friend) asked why she missed out on the role, she got a vague response: → They were equally qualified → Both performed well → It was neck and neck So… what tipped the balance? Eventually, she got the answer: He asked for more money. That’s it. They said his negotiation showed “Commercial instinct.” “Confidence.” “Leadership potential.” They didn’t offer him more because he was better. They decided he was better because he asked for more. Her hesitation was seen as a lack of belief in herself. That’s why when clients ask me, “Should I negotiate?” I say: Always. Not just for the money but for what it signals. And here’s why it matters: 🔹 Only 34% of women negotiate their salary, compared to 61% of men (Source: LinkedIn Gender Insights Report) 🔹 The gender pay gap is 14.3% (and it widens dramatically for women over 40.) Ladies, it's time to close that gap: 1. Don’t pitch a number first. Pitch your value. → Frame the conversation around impact: → “Here’s what I’ve delivered…” → “Here’s the commercial value I’ve driven…” 2. Price your potential not your past. → You’re not being hired to repeat what you’ve done. → You’re being hired for what you’ll do next. 3. Do your research. Then ask for more. → Benchmark your role, level, and industry. → Use tools like Glassdoor. 4. Use the ‘Bracketing’ Technique. → Offer a range so you can negotiate. → "I’d expect something in the $150–$180K range.” 5. Own your worth. Out loud. → If you downplay your value, people will believe you. → Negotiation is not arrogance but it takes practice. It isn’t just about pay. It’s about perception. And perception shapes outcomes. Have you ever wished you asked for more money?

Black women, we need to prioritize increasing our salaries by 20-50% this year. The pay gap is real, but so are the strategies to close it. Here’s how: 1️⃣ Seek an internal promotion Don’t underestimate the power of staying where you are—just at a higher level. Start by reviewing your company’s internal job board or having an intentional conversation with your manager about your career growth. Use data and measurable results to advocate for your value, and position yourself for leadership opportunities. Sometimes, the raise you’re looking for is already in the building. 2️⃣ Upskill & pivot into a more technical role within your current company Technical roles tend to pay more, and many companies offer resources like training programs, certifications, or even tuition reimbursement to help you get there. Focus on building skills that are in high demand, such as project management, data analysis, or cloud computing, and align those skills with your company’s current needs. This way, you increase your value without needing to look outside your organization. 3️⃣ Job hop to a competitor company in your SAME job title This strategy has completely transformed my life. I went from earning $48,000 to over $200,000 in less than five years by strategically moving between companies. The key was knowing my worth, staying in my zone of expertise, and negotiating aggressively at every turn. Many times, the fastest path to higher pay isn’t staying loyal to one company—it’s taking your skills to a competitor who values them more. Here’s the truth: You don’t need to reinvent yourself or switch fields to earn more. Often, the money you’re looking for is already within reach—you just have to move up a level or move to another company to do the same work. Let’s make this the year we secure what we’re worth. What’s your next move? Share your thoughts below. #flynanced #jobhopping #salarygrowth #blackwomenprofessionals

Salary negotiation is a critical step in your career journey, yet many shy away due to a lack of confidence or knowledge. Understanding your worth and confidently communicating it can significantly impact the trajectory of your career and your satisfaction at your job. The earlier you get into this rhythm, the more your career will benefit. I have to admit that when I was 22 years old and in the first year of my career at Amazon, I brazenly asked Jeff Bezos for a raise. (Spoiler alert: I did *everything* wrong.) Here's what I learned from that early mistake and how I corrected that going forward. First, know what you want in exchange for your hard work. That exchange doesn't only need to be financial. What experiences and expertise do you want to gain? What network do you want to become a part of? What skills do you value acquiring? These can change your long-term earning potential far more than a single title change or bonus can. Second, benchmark those skills goals within your job ladder and industry. What roles encompass those responsibilities, opportunities, and networks? Research the corresponding salary benchmarks for your job ladder and know where you sit within that range today. Don't overlook the importance of benefits alongside base salary–health insurance, retirement contributions, equity, and flexible working arrangements contribute greatly to your overall package, so be sure you understand which of these matters to you most. Third, create a promotion plan and scorecard with your manager to incorporate these elements. I like to have these conversations in phases. I start with a conversation about my growth goals and ask for opportunities to develop certain skills. My goal is to get my manager's buy-in into this growth plan before we move to the financial aspect. Once I have a clear proof point of hitting those targets, I plant the seed that I would like to be considered for promotion and/or the corresponding raise in 6 months and ask what would qualify me for that. This ensures we have the same idea, far in advance, for what is expected and possible. This makes that final compensation conversation so much smoother and removes anxiety for both parties. Remember, effective negotiation is part of a broader professional relationship. It's about finding a win-win solution that enhances your career prospects and the value you bring to the company. Be confident and stand tall in your worth! #SalaryNegotiation #LevelUp #BetOnYourself #LinkedInNewsEurope

He got offered $5K more than me. For the same role. 😱 We were both in our twenties. Same job title. Same responsibilities. But he got $5,000 more. When I challenged it, I was told: “Well, he’s a man. He needs it more than you.” 😱😱 I didn’t know how to respond to that! Plus I didn’t want to rock the boat and I really wanted that role. But here’s what I know now:  $5K isn’t just $5K. - It’s compounding super. - It’s a deposit on a home. - It’s leverage for your next role. - It’s the difference between catching up and getting ahead. It adds up. And it starts early. This is how the gender pay gap really works— Not necessarily in one big leap, but in notional $5K increments. 👉 Women aren’t less ambitious. 👉 We’re not less capable. We’ve just been taught to be grateful instead of gutsy. Here’s what I wish I’d known back then: - Talk openly about pay with your trusted peers. - Always ask how the offer compares. - Never disclose your current salary, ask the budget instead. - Rehearse saying the number you really want out loud (a story for another day) - And remember: “No” doesn’t mean stop. It often means start negotiating. We need to normalise these conversations. Because silence doesn’t protect us. It protects the system. Have you ever found out someone was paid more than you for the same job? Let’s talk about it 👇 #leadership #genderequity #professionalwomen

How. Is. This. Still. Happening?! 😡 Today, I had a conversation that left me fuming—and not for the first time. I spoke with an incredibly talented, experienced female candidate who just discovered that a male colleague—junior to her in the industry, with half her experience, who even reports into her—was earning significantly more than her. Yes, you read that right. In 2024, we're still having these conversations. How is this still a thing? Equal Work, Equal Pay should be the norm, not a privilege. It’s not just about fairness; it’s about respect, value, and integrity. How can we expect women to stay motivated, stay innovative, stay in industries that continue to undervalue them, especially when the events industry is pretty much made up of women? It’s infuriating that despite all the progress we've supposedly made, gender pay gaps are still very real, very pervasive, and very damaging. We talk about diversity, equity, and inclusion, but how can we take those words seriously when these disparities continue to exist? So, what do we do about it? Advocate and Speak Up: If you discover you’re being underpaid, don’t stay silent. Gather your facts, know your worth, and advocate for yourself. Yes, it’s uncomfortable, but silence only perpetuates the problem. Managerial Responsibility: Managers, this is on you too. If someone on your team is being underpaid, it’s your responsibility to address it. Push for pay adjustments if you see inequities—don’t wait for your employees to bring it up. Support Each Other: We need allies in the workplace. If you’re aware of a colleague being underpaid, support them in their fight for fair compensation. The more voices, the stronger the message. If this happens to you… Don’t internalise it: This isn’t about your worth or value. It’s about systemic issues that need to be addressed. Arm Yourself with Information: Research industry benchmarks, gather evidence of your contributions, and prepare to make your case. Demand Action: Don’t just ask—demand that your organisation takes action. Whether it’s a salary adjustment or a clear path to one, make sure there’s a concrete resolution. Know When to Walk Away: If your company refuses to rectify the situation, it might be time to look elsewhere. Don’t stay where you’re undervalued. To all the companies out there: Step up. Do better. This isn’t just about keeping your employees happy; it’s about basic fairness and decency. This shouldn’t still be happening. But until it stops, we’re going to keep talking about it, calling it out, and demanding change. #EqualPay #GenderEquality #PayEquity #DiversityandInclusion #RantOver

I recently coached an executive who was thinking hard about whether to ask for a promotion. She hesitated, caught between ambition and doubt. “I don’t want to seem pushy,” she admitted. “But if I don’t ask, I might be waiting forever.” I shared insights from a Harvard Business Review article that talks about the myths that often hold women back in negotiations. Many of us have been taught to believe that men negotiate more than women, that women must always negotiate pay, or that backlash is inevitable when they do. These myths are misleading and, worse, they reinforce outdated gender norms that limit opportunities. (1) Myth #1: Men Negotiate, Women Don’t Both men and women negotiate—but for different things. Research shows that women negotiate roles, flexibility, and workload as often as men negotiate pay and job offers. The real issue isn’t whether women negotiate, but whether they are met with more resistance when they do. (2) Myth #2: Women Should Always Negotiate Pay The gender wage gap is not just about pay differences—it’s about the types of jobs men and women hold. While women should absolutely advocate for fair pay, supporting their advancement into leadership roles has an even greater impact on closing the wage gap. (3) Myth #3: Backlash Is Inevitable Many women worry that advocating for themselves will make them seem aggressive or unlikeable. While bias exists, leaders can shift the narrative by educating managers and themselves, encouraging broader career negotiations (beyond pay), and normalizing women’s ambition. After talking through these myths and ideas, the executive decided to go ahead and ask for that promotion. But she didn’t just walk in and demand it. Instead, she framed her request strategically: She led with facts – She highlighted her results: “I’ve exceeded my targets for the past two years and led initiatives that were really beneficial to the firm.” (She backed this up with data and quantified the benefits.) She made it a win-win – “With a VP title, I can expand our client base and strengthen key partnerships.” She asked with confidence – Not “Would you consider it?” but “What would it take to make this happen?” She got the promotion. More importantly, she walked away feeling empowered, knowing she had advocated for herself effectively. We are in a unique moment where work is being redefined. If we want to create a more equitable future, we must challenge these outdated myths and reshape how we think about negotiation. #Leadership #Negotiation #CareerGrowth #WomenAtWork #Learning #Confidence https://lnkd.in/eZchz7jN

Did you know that women in biotech and pharma earn just 88 cents for every $1 their male counterparts make? I've observed a troubling trend that may be perpetuating this gap. Over the past 6 months, I've documented 23 separate LinkedIn posts from professionals (all women, 21 of whom work in HR or TA) proudly announcing they rescinded job offers because candidates attempted to negotiate their compensation packages. What's particularly concerning is how this behavior creates a feedback loop 5 female candidates recently told me they were afraid to counteroffer specifically because they had seen these posts. Some wouldn't even allow me to negotiate on their behalf—despite knowing additional compensation was available. The data suggests a problematic dynamic When men negotiate, they're often perceived as "ambitious," while women displaying the same behavior are labeled "difficult." This cultural difference starts early in how we socialize children and carries through to professional environments where it manifests as tangible financial disadvantages. As recruitment partners, we have a responsibility to recognize these patterns. Negotiation is a standard part of the American employment process—not a character flaw or sign of disloyalty. When TA professionals (especially those with SHRM credentials or who champion DEI initiatives) brag about punishing negotiation attempts, they're actively suppressing women's wages and contradicting their stated values. For hiring managers and companies How are you ensuring your compensation practices aren't inadvertently reinforcing gender pay disparities? Are your recruiters and HR teams trained to recognize these biases? For candidates, Negotiation is your right. If an offer is rescinded solely because you respectfully inquired about compensation adjustments, that's a significant red flag about company culture. What steps is your organization taking to ensure fair compensation practices across gender lines? I'd love to hear your thoughts. #BiotechEquity #FairCompensation #RecruitmentBestPractices #GenderPayGap #TalentAcquisition