Negotiating a job offer can be a daunting task for anyone, but research has shown that women are less likely to negotiate than men. There are several reasons why this may be the case.
According to research, women are less likely to negotiate for higher pay or promotions than men. In one study of graduate students, only 7% of women negotiated with prospective employers for an increased wage, while 57% of men did so. This likely plays a role in the fact that men’s salaries are, on average, 7.6% higher than women’s.
Furthermore, when women do negotiate, they often start with lower demands and achieve lower outcomes than men. For example, a study found that when negotiating a starting salary, men asked for an average of $4,053 more than women, and received an average of $1,567 more.
These discrepancies in negotiation rates and outcomes can contribute to the gender pay gap, which can have significant long-term consequences. For example, if a woman and a man begin work at the same salary and the employer offers both of them 2% raises every year, but the man negotiates his raise to receive a 3% increase every year, after 40 years on the job, the woman will be earning 67.7% as much as the man.
Why women don’t negotiate
1. Internalizing negative stereotypes
Many people associate negotiation with aggression and assertiveness, which are traditionally masculine traits. As a result, women may feel that they need to conform to these stereotypes to be taken seriously, but this can be uncomfortable or even intimidating. For example, a woman may feel that she needs to be more aggressive or assertive to negotiate effectively, but this may not be her natural style. This can lead to feelings of anxiety or discomfort, which may discourage her from negotiating altogether.
2. Concern about social consequences
Research has shown that both men and women are more likely to view women who negotiate as being less likable and more difficult to work with. This can be especially true in male-dominated industries, where women may feel that they need to prove themselves to fit in. For example, a woman may be concerned that if she negotiates for a higher salary, she will be perceived as being greedy or entitled, which could damage her reputation within the company.
3. Fear of rejection or pushback
Women may be more likely to receive pushback when they try to negotiate. Research has shown that men are more likely to be successful in negotiations than women, even when they ask for the same thing. This may discourage women from negotiating in the first place, as they may feel that it is not worth the effort. For example, a woman may feel that if she asks for a higher salary, she will be rejected or that her request will be seen as unreasonable.
4. Lack of confidence
Many women may lack confidence in their worth and value in the job market, which can make it difficult for them to negotiate for higher salaries or better benefits. This lack of confidence may be due to a variety of factors, such as a lack of experience or a lack of exposure to successful role models. For example, a woman who is new to the job market may feel that she does not have the skills or experience to negotiate effectively, and as a result, may accept an offer without negotiating.
5. Lack of information
Women may not have access to information about what is considered a fair salary in their field, which can make it difficult for them to negotiate effectively. This lack of information may be due to a lack of transparency in the job market, or a lack of access to resources that provide salary data. For example, a woman who is applying for a job in a field that she is not familiar with may not know what the typical salary range is for that position, and as a result, may accept an offer without negotiating.
6. Lack of negotiation skills
Negotiation is a skill that can be developed with practice, but many women may not have had the opportunity to hone their negotiation skills due to a lack of training or exposure. For example, a woman who has not had the opportunity to participate in negotiations in the past may feel uncertain about how to approach the negotiation process, which may discourage her from negotiating at all.
7. Unconscious bias
Employers may unconsciously favor male candidates over female candidates, which can make it difficult for women to negotiate effectively. For example, an employer may be more likely to accept a lower salary request from a male candidate than from a female candidate, even if the female candidate is equally qualified.
8. Structural barriers
Women may face structural barriers in the job market, such as a lack of representation in leadership positions or a lack of access to networking opportunities, which can make it difficult for them to negotiate effectively. For example, a woman who is seeking promotion may face barriers to advancement due to a lack of female representation at the executive level. This may make it more difficult for her to negotiate for a higher salary or better benefits, as she may not have the same level of access to resources or support as her male counterparts.
Additionally, women may face more challenges in negotiating for non-monetary benefits, such as flexible work arrangements or professional development opportunities. For example, a woman may be more likely to request a flexible work schedule to accommodate caregiving responsibilities but may face pushback from her employer due to cultural or organizational barriers.
It is important to recognize that these are just a few of the many reasons why women may be less likely to negotiate job offers. Both individuals and employers must work to address these issues to create a more equitable and fair job market. This may involve providing training and support for women to develop their negotiation skills, creating more transparent salary practices, and working to eliminate unconscious bias in the hiring process. Overall, by addressing the various factors that contribute to the gender negotiation gap, we can work towards creating a more equal and fair job market for all.
How women can improve their negotiation skill
To improve their negotiating skills, women can take the following steps:
- Develop your negotiation skills: Negotiation is a skill that can be developed with practice. Consider taking a course or seeking out resources that can help you learn more about the negotiation process.
- Know your worth: It is important to understand the value of your skills and experience in the job market. Research salary data for your industry and use this information to help you negotiate a fair salary.
- Practice: Consider finding opportunities to practice your negotiation skills, such as by negotiating for a raise or asking for a better deal on a purchase. This can help you build confidence and become more comfortable with the negotiation process.
- Seek out mentors: Having a supportive network of people who can offer advice and guidance can be invaluable in the negotiation process. Consider seeking out mentors or allies who can offer guidance and support as you navigate negotiations.
- Don’t be afraid to ask for what you want: It is important to be clear and direct about your needs and wants in a negotiation. Don’t be afraid to ask for what you want, whether it is a higher salary or better benefits.
- Be prepared: It is important to be well-prepared for a negotiation. Research the company and your potential role, and have a clear understanding of your strengths and value. This can help you negotiate from a position of confidence.
- Consider non-monetary benefits: In addition to salary, many other benefits can be negotiated, such as flexible work arrangements or professional development opportunities. Consider what is most important to you and make sure to negotiate for these items as well.
By following these steps, women can improve their negotiating skills and be better equipped to advocate for themselves in the job market. It is important to recognize that negotiating can be a challenging process, but with practice and preparation, women can build their confidence and become more effective negotiators.
