Relate Search’s Post

"In repeated studies, the social cost of negotiating for higher pay has been found to be greater for women than it is for men. Men can certainly overplay their hand and alienate negotiating counterparts. However, in most published studies, the social cost of negotiating for pay is not significant for men, while it is significant for women.The results of this research are important to understand before one criticizes a woman — or a woman criticizes herself — for being reluctant to negotiate for more pay. Their reticence is based on an accurate read of the social environment. Women get a nervous feeling about negotiating for higher pay because they are intuiting — correctly — that self-advocating for higher pay would present a socially difficult situation for them — more so than for men.But here’s a twist: we love it when women negotiate assertively for others. It’s just when women are negotiating assertively for themselves — particularly around pay — where we find a backlash. Unsurprisingly, research also shows that women perform better (e.g., negotiate higher salaries) when their role is to advocate for others as opposed to negotiating for more for themselves" 

I'm glad to see there's studies showing this phenomena! This has been something that I think a lot of women have known but not been able to really voice. It also goes much further than just negotiating for higher salaries. I highly recommend reading (and then practicing) "Never Split the Difference: Negotiating As If Your Life Depended On It" by Chris Voss and Tahl Raz. The second half of the article below is exactly what this book covers, but in greater detail and with suggestions on how to put everything into practice. Emotional intelligence and active listening are key; improving your competency in these will improve your overall life drastically.

Interesting Read Being Thai, my culture emphasizes getting along, being nice, and enduring gender inequality without complaint. Even though I've spent over half my life in Australia and I am too independent and too assertive by Thai standards, I still have a subconscious habit of trying to just get along and "not make noise." In my career journey, I've increasingly adopted a more assertive working style. It's about being clear and firm about what needs to be done, what I want and need in my professional life. These are skills I'm still working on, but I tread carefully because the social cost is very real and always on my mind. As a woman and part of a minority ethnic group, the stakes are higher. The social cost can manifest in many ways—being questioned on competency, being labeled as aggressive instead of assertive, being labeled as bossy instead of having a leadership quality, facing unwarranted scrutiny, or simply being overlooked. These are challenges that many women, including myself, navigate daily. Despite these hurdles, I firmly believe in the importance of staying true to oneself and pushing for what we deserve. It's a delicate balance, but one that is crucial for our growth and success in our careers. We can play this game, but we have to have our own way of playing. Not fair, but it is a part of being human. #WomenInSTEM #DiversityAndInclusion #WomenInLeadership #CareerGrowth #Assertiveness #WomenAtWork

Women often hesitate to negotiate their job offers. Why? Social Expectations: Women are often socialized to be more communal and less assertive, which can make negotiating seem counterproductive or even risky. Perceived Competence: When women do negotiate, they risk being perceived as less likable or too aggressive compared to their male counterparts. Language and Power Dynamics: The #language used in negotiations can significantly influence perceptions of competence and #leadership. Language is not just a medium of #communication; it's a tool that shapes our perceptions and interactions. Women often face a double bind where assertive language can be misinterpreted as aggressiveness, while more communal language might be seen as a lack of confidence. This paradox can hinder their ability to be perceived as competent leaders. The language of #negotiation and #leadership is often entrenched in #power dynamics. Understanding these dynamics can empower women to navigate them more effectively and advocate for themselves without fear of backlash. It's crucial for organizations to foster an environment where women feel empowered to negotiate and where their leadership styles are valued. #WriteByMe #WordsMatter #GenderEquality #SDG5 #Negotiation #Leadership #WomenInBusiness #WomenInLeadership #DiversityAndInclusion #InclusiveWorkplace #WorkplaceCulture #EqualVoices

On #gender issues, there are 3 kinds of companies today. Which is yours? An old HBR article of mine that remains relevant: 'Is It OK for a Bunch of Men to Lead a 'Women in the Workforce' Initiative?' 🥇 The Progressive. Companies that are truly balanced, with a mix of genders in nonstereotypical roles on their leadership teams (especially across both line and staff responsibilities). 🛍 The Pretending. Those that say all the right things, run a lot of women-branded initiatives, but still have women only in noncore P&L roles on their executive team. Better than nothing, some of you may be thinking. Perhaps, but it doesn’t promise much for the future. 🙈 The Plodding. Those that ignore the issue completely and stick unapologetically to their all-male status quo. "Research shows that gender balance happens in companies only if it is personally and forcefully led by the CEO. The reality is that many of the companies starting to look truly balanced are or were led by #men. Successful gender balancing requires convincing the majority of your employees that it’s a good idea. Smart #CEOs of male-dominated companies know that the real push on #genderbalance (especially in #leadership) is getting #leaders, most of whom are male, to own the accountability for balancing. And they know that the best person to convince them of this isn’t a woman. It’s one of their own. What do you think? Toby Ellison Eleanor Mills Lisa Unwin Lisa Edgar Marie-Christine Maheas Florence Hamilton Elliott Rae Ludo Gabriele Richard V Reeves #genderbalance #leadership #women #men #csuite #CEO #business

Negotiating is a valuable skill set to learn, but I also encourage companies and hiring managers to engage in pay transparency by posting salary ranges and making an honest offer based on the candidate’s skill set as opposed to offering the lowest they think they can get away with. You get better candidates and more loyal employees with honest and fair hiring practices.

Research consistently shows that women are less likely than men to negotiate their salaries, which can lead to significant long-term income disparities. One study of graduating MBA students found that half of the men negotiated their job offers, compared to only one-eighth of the women. Several factors contribute to this difference. Socialization plays a crucial role; from a young age, men are often encouraged to be assertive and advocate for themselves, whereas women are socialized to prioritize relationships and harmony, which can make negotiation feel uncomfortable or risky. Additionally, women may fear social backlash or being perceived as aggressive, which can discourage them from negotiating. Confidence is another factor; women often underestimate their worth and contributions, leading to hesitancy in salary discussions. Furthermore, structural biases in the workplace can reinforce these patterns, with women receiving fewer opportunities or being penalized for negotiating. Addressing these issues requires both individual empowerment and systemic change to create environments where women feel confident and supported in negotiation. #gender #bias #diversity #inclusion #women #psychology #management #workplace #negotiation #leadership #gap #skills #success #emotionalintelligence

On #gender issues what kind of company is yours? What is your company really doing about it? Worth reading this great article from Avivah Wittenberg-Cox

As a coach of professional women, I hear this narrative in our coaching sessions. Check out this article below and Let me know if it hits home.

Why Diverse Teams Are Smarter. Striving to increase workplace diversity is not an empty slogan — it is a good business decision. A 2015 McKinsey report on 366 public companies found that those in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean, and those in the top quartile for gender diversity were 15% more likely to have returns above the industry mean. Read more here: https://lnkd.in/e8xSJ_zW