Jess Jones was unsure what to expect when she switched jobs from technology to education. Software engineers make more than professors. Learn what should you put for desired salary in your job application or interview round ?
The 31-year-old New Yorker did a lot of research into compensation. She attended career training, attended networking events and reached out to software engineers via LinkedIn.
She learned that this experience taught her to put herself in uncomfortable situations during salary negotiations, or ask for a figure that makes her want to vomit.
Jones was able to negotiate with confidence because she had the information necessary to determine the correct salary for her position.
However, not everyone has the same ability.
Research has shown that the wage gap is partly due to the “demand gap”, which is the difference between wage expectations of different groups. This weakens women and minorities.
This “demand gap” between genders and races can have big career benefits, as well as reducing inequality in pay.
Negotiating wages: The demand gap
men with similar qualifications expect higher salaries than women in many fields.
An Argentine study found that women are more likely to ask for 6% less than men, which is reflected in the gap in male-dominated occupations. Also read how can a mobile notary make your job quick and efficient?
According to a survey of US residents physicians, the ideal starting income for women was 92% of what it would be for men.
PayScale conducted a survey to determine that the average US job offer for women who have similar qualifications to men is $69,200 per year. This is $ 2,200 more than the average job offer for men.
These numbers might not seem all that alarming on their own.
However, the pay gap at the start of a career ends up getting worse.
Zhaleh Smnani-Azad is a professor of management at California State University Northridge.
“So this is why women lose over the long-term.
Paths to follow
According to some researchers, a $ 1,000 increase in the starting salary could result in a loss of half a billion dollars.
There are many factors that contribute to demand gaps, but the most important is the devaluation and subordination of women to men and employees of other races to whites. Get to know what should i put for desired salary ?
These expectations are often internalized by people. Semnani Azad says that it can be difficult for women to assess their worth.
This could cause women to accept the first job or a higher salary. Men are more likely to expect better offers.
Women might be afraid of appearing greedy or aggressive during negotiations or that hiring managers may withdraw bids or lower their prices.
According to Semnani Azad, the opposite is true. “In general, men don’t think much about those things.” Also, men are more likely to exaggerate their worth perceptions.
“Men feel more at ease asking questions, and don’t have to worry about getting a backlash.”
This double reality can make it difficult for women to win the deal, regardless of which path they choose.
“If they are too energetic, masculine, or impulsive, it is possible to have a negative perception that they don’t collaborate or cooperate.” Semnani Azad explains that if they are too cooperative or collaborative, they can be perceived as not being competent or weak.
When it became clear that male hiring managers did not expect her to negotiate offers, she experienced backlash and began to downplay her achievements.
This reaction is especially harmful to non-white women. Black women are more likely to be unfairly viewed as being too aggressive in bargaining.
Women are not necessarily or universally less skilled negotiators.
Semnani Azad says that there has been much research that shows that women are more successful when they negotiate on behalf of others.
This means that women feel more at ease and are viewed favorably by men when they don’t negotiate on their own. It is partly because society expects them to be “nice.”
There are many factors that can influence the way you negotiate, including race, gender, and sexuality.
Reduce the demand gap
Hired is a New York City-based recruiting company that focuses on the tech industry.
These workers have more power than low-skilled workers because of their skills.
Hired is an example of this. companies approach potential workers first, and not the other direction.
Hired was similar to many other job search platforms. It used to leave a blank for each applicant regarding their desired salary.
However, the company filled that gap in 2018 with the median salary of the position based on user data.
This simple change eliminated the 3.3% gender gap in hired users. “Mainly because women are asking more and men are asking less,” Nina Roussille from the London School of Economics said. She conducted an independent investigation using nonconfidential data provided by Hired. Learn how to answer desired salary on online application ?
All applicants received more information regarding the market value of the property after the 2018 changes. For information you can follow their Facebook page.
This was due to factors like location. The gender gap in London was twice that of the San Francisco Bay region.
Hired claims that they aim to eliminate subjectivity in decisions about the salary of employees and employers.
Josh Brenner, the CEO of Hired, describes this as “providing guidance and visibility” which makes the hiring process more efficient in every way.
Hired, for example, sends alerts about pay bias to companies offering lower than usual salaries in that industry and job role.
Not all companies have responded to these alerts and changed their positions. However, this leads to changes in the salaries in 4.3% cases.
However, the salary adjustment is important, at $ 20,000 per year.
