Hey lovies! I stumbled upon this article by Kim Elsesser on Forbes, and it got me thinking. You know that I can’t believe we still have to worry about this issue of the gender pay gap? Well, turns out, women are totally owning the negotiation game, but they’re still coming up short in the paycheck department. I mean seriously, what gives?
First off, major props to all the badass women out there who aren’t afraid to ask for what they deserve. Research shows that women are actually more likely than men to negotiate their salaries. Yaas bishes! Right away, that means they’ve conquered a lot of the societal programming we’re all still trying to dig out of.
But here’s the kicker: even with all that assertiveness, the pay gap persists. It’s like we’re stuck in some kind of twisted time loop.
So, what’s the deal? Well, let’s talk about unconscious bias. It’s like this sneaky little gremlin that lurks in the background, influencing hiring managers and HR folks without them even realizing it. Studies have shown that resumes with male names magically get higher salary offers than identical ones with female names.
Excuse me while I take a minute to deal with the severe sprain my eyeballs have endured from rolling them so hard.
And let’s not forget about society’s not-so-subtle roadblocks. Women often get saddled with more caregiving responsibilities, which can put a serious dent in their career progression. I don’t have kids but snaps to my ladies who are juggling conference calls while changing diapers or trying to soothe a screaming toddler? And let’s not forget women who are caring for elderly parents and relatives.
Someone in one of my Facebook groups just told me a prospective employer refused to move her forward as a candidate without her revealing her salary from her last position. Translation – “we’re going to make you feel like you don’t deserve more than 5% more than what you’re currently making.” Practices like these are designed to keep the gender gap going. Men have historically paid more, so if we’re trying to hop to a new company to get that exponential increase in salary we’re unlikely to get from our current employer, how are we going to get ahead if we’re basing it on our currently unfair salary?
So employers, PLEASE, do some serious soul-searching and take a hard look at YOUR pay practices. No more “salary commensurate with experience.” What that really means is “salary commensurate with as little as you think someone will accept.” You already ask for a certain amount of experience, you buttholes. Post the salary range for the job you’re hiring for and the tasks and skills it requires. Stop counting on the fact that we won’t negotiate, or that even if we do, we’ll still be below what you would pay a male counterpart.
It’s hard to fight for this transparency when you’re in a vulnerable position in needing a job, but we have to insist on this transparency when applying. The right employer is already looking at their hiring practices and pay structures. Let’s shine a spotlight on those sneaky pay gaps and show them who’s boss!
And you know what else we can do? We need some serious girl gang vibes in the workplace. Mentorship programs, leadership development, and diversity training can help women break through those glass ceilings and claim their rightful place at the table. If they’re not offered at your workplace, start one, or encourage some other badass woman to do it. Because when we lift each other up, there’s no limit to what we can achieve.
So, let’s keep fighting the good fight, ladies! The gender pay gap may be stubborn, but so are we. Together, we can smash through those barriers, shatter those glass ceilings, and build a future where equal pay isn’t just a dream—it’s a reality. Who’s with me? 🚀💪