Negotiation tips for women to achieve pay equity

Research potential employers and find out who the 'good guys' are.

When applying for a new position, take the time to research the company, Blackmore says. Find out their track record on gender pay equity and their policies on diversity and inclusivity. See if they have won accolades in events such as the YWCA Equal Pay Awards or other 'best employer' programmes. "Google News will give you an insight into how some of these organisations operate," Blackmore says. "There are also sites like Glassdoor which can be very information, although a lot of the reviews tend to be people who have left the company, so you need to take them with a grain of salt, a bit like TripAdvisor."

If an organisation is actively trying to narrow the pay gap, they are likely to be promoting that fact. Also, look at the gender balance on the board and executive team and in the pipeline of leadership below that. 

Ask the right questions during the recruitment process.

Take the opportunity during the interview process to ask about the organisation's gender and diversity policies. The recruitment process today is as much about a potential employee finding out if they're a fit for the employer than vice versa, says Blackmore. "For me, if someone's asking about those sorts of policies, they're the kind of questions I like," he says. 

Choose your words carefully, though, Blackmore adds – "talk about the diversity culture rather than saying: 'Does your organisation have a gender pay gap?'. If you ask and the organisation does have a focus on it, they're going to happily tell you all about it."

Pick the right time to talk to your current employer.

"Negotiation often works best when you are changing roles," Blackmore says. "You also need to understand what the organisation is going through at that time. It's not a good time to be negotiating a raise if people are being laid off or the company is not making targets." Try to time salary discussions around the release of positive financial results or when remuneration rates are being reviewed and budgets set. 

Blackmore also says your direct manager might not be the best person to talk to about gender pay equity; sometimes working through the human resources department might be a better option. They can investigate the situation and feed back to your manager.

Know your worth, and negotiate effectively.

"Your frame of mind when negotiating is very important," Blackmore says. If you think there is a gender pay gap or discrepancy, then don't go in with a passive approach. You're not asking for a favour, or saying 'I hate to bother you, but would you mind paying me the same as X'. You need to take the emotion out of it. Take some time to assess your own worth, evaluating what the market is paying for your role and considering your qualifications, years of experience and your unique skills you bring to the table.  

If applicable, speak to someone in a similar role and level of experience as a salary guage. Take some time to think about your ideal salary package including salary, annual leave, sick leave, flexible working hours, professional development opportunities and additional benefits such as health insurance etc. If you are negotiating an initial salary speak to someone in the organisation to find out about the organisation's salary review process. Ask how often salary reviews are carried out and whether these are performance based. Think about your room to move in this role and potential earning power with future roles and reviews. 

When it comes to negotiation, back yourself and go in confident and clear of what you are asking. Present the facts and be calm and consistent in outlining your worth and negotiating your terms. Ask if there is something you don't know about why a gender discrepancy exists. Also, Blackmore says, "It's important to have an idea of what you will do if your request is refused. Is it a deal-breaker for you and will you want to look for another job, or will you take the feedback on board and try again later?" Blackmore notes that gender pay equity is a long game, and even if your request is refused, it may raise awareness within the organisation and benefit others in the future. 

Identify if the issue is in fact gender bias.

"Know your facts or at least understand what it is you're asking for," Blackmore says. "If you are comparing yourself with a male employee who earns $10,000 more than you, when you started on the same salary, and if you are in the same role and have the same responsibilities, then gender might be an issue. But if you're not, or if he's gained other qualifications, for example, it might be that. Not all pay discrepancies come down to a gender-based pay gap. It's such an important argument, you want to make sure that you are picking the right battle."

Give yourself the best chance of promotion and reward.

Make sure your managers know what you're achieving at work. "It's about saying, 'I did that and I did a good job.' Make sure you're getting recognised for what you are doing and it will be harder for you to be discriminated against," Blackmore says. Also, take opportunities for professional development and training and prepare yourself for promotion by researching the role you're after. "Your development and your career are your own responsibility. Know where you want to go and how you're going to get there. As you climb up the ladder you will be in a much better space and no one will have a reason to say no to promotion or discriminate against you."