The Equal Pay Act was passed 55 years ago, yet women in the U.S. still only earn an average of 80 cents on the dollar as compared to men. Forty-two states, plus Puerto Rico and Washington, D.C., have proposed legislation to finally close the gender pay gap. But that might be too little, too late.
In fact, according to a recent survey by global talent recruitment firm Randstad US, nearly 50% of women say they would leave their job if they learned that a male peer was earning “significantly” more. Of course, there are other ways to deal with wage inequality beyond simply walking away.
Cindy Keaveney, chief people officer at Randstad Sourceright, has some savvy advice on strategies that women can use to boost their pay. First, she reminds women to know their value in terms of salary averages for position and location, as well as to be confident going into negotiation. It’s been estimated that up to 93% of women accept a new employer’s first offer.
When it comes to asking for a raise, it’s timing that makes the difference. Women are encouraged to act now, as today’s low unemployment rates provide a firm foundation for deliberation. Additional tips include focusing on the value you bring to the business as your rationale for a wage increase, and preparing for a “no” answer.
About the Author
Cindy Keaveney is a leading business and human capital executive with more than 30 years of experience transforming organizations by building high-performing teams that produce profitable growth, develop industry-leading products and create corporate strategies in complex, changing environments. As the leader of Randstad Sourceright’s global HR team, Cindy ensures that the best strategies are in place to deliver a stand-out talent experience for all of our people. This encompasses driving best practices and new approaches when it comes to talent acquisition, talent management, engagement and development, and further enabling cross-cultural collaboration and talent mobilization.More Content by Cindy Keaveney