Added: Cherly Gall - Date: 18.04.2022 04:45 - Views: 13064 - Clicks: 1556
Improve your speech for non-native English speakers. Inspired to extend a helping hand to ambitious women working in corporate America, a veteran executive offers honest, practical, slightly irreverent advice about navigating companies that are run and populated predominately by men. Learn to see yourself as others do and become magnetic, magnanimous, and memorable! Savvy advice, specific examples, and tactical exercises to develop your presence—in months, not years.
Jennifer K. Crittenden earned an MBA in finance and worked for over twenty years in the US and abroad, rising from financial analyst Discreet woman needed chief financial officer. She is the author of five books, including the award-winning Discreet Guide for Executive Women. She offers professional development programs through her company The Discreet Guide.
Read her LinkedIn profile. Paperback, Kindle and Audio versions available here on Amazon. Paperback and ePub version available here at Powells. Audio version available here at audible. Paperback version available here at Alibris. Paperback and ePub versions available here at BookDepository. I encountered pay discrimination early in my career in a very specific way.
I was working as a mid-level finance manager for a company that was otherwise quite well run. Out of curiosity one day, I did some payroll analysis and discovered that in every job category, every female was paid less than any man. It was as though there were two pay scales for every job level. In addition, the most senior positions were held exclusively by men. I was astounded. You know what I did? I ignored it. And when I got the opportunity to move to a new division and leave the problem behind, I took it.
I recounted that story in my first book, a career advice book for women working in male-dominated environments. A lot of the bias against women is hidden, and only statistical analysis and quantitative studies bring it to light. I did however confess to my sister that I was embarrassed that everyone would now know what a coward I was. It seems to take some women a few years before they become aware that discrimination still exists. Women just out of school proclaim gaily that things are different now, and for the first few years gender discrimination may not be obvious to them.
Clearly, she was not really a boy after all. Since the book came out, I have learned more dismal facts about women and salaries, how women who negotiate are viewed poorlyand the alarming problems that sometimes arise when women attempt to negotiate including having job offers and opportunities withdrawn.
I am asked frequently for advice about salary negotiations, what to do if you find out that a male peer makes more than you do, and fundamentally how and when to stand up for yourself. These questions have not changed, and I find some young women as perplexed as my generation was about the most effective way to earn their worth. Discreet woman needed, what to do? We writers love to offer advice in soundbites that sound happy and do-able; it makes our readers feel that they are much smarter than they were 30 seconds before they read the article.
Unfortunately, that kind of superficial thinking can lead to problems when you are dealing with something as delicate and important as salary negotiations. In contrast, here are some more serious thoughts that may be harder to absorb in an instant but may be more helpful in the long run: Money matters.
Your compensation is the fundamental reason why you work. It is rational for you to think about it, focus on it, and try to make it grow. You may not always choose a job with the highest salary—some jobs are very high-paying because they are awful—but you should be very clear Discreet woman needed what tradeoffs you are making. Get smart. Because compensation is so important, time spent researching salaries is worthwhile.
Gather as much competitive salary information as you can about what other companies pay, what probable salary ranges are for your position, and what typical annual increases have been in your location. Be honest about what your degrees and experience are really worth.
The goal of this exercise is to objectively and dispassionately understand what an appropriate salary is for someone like you in your position. Recruiting firms and human resource organizations can provide salary data, and there are many online resources now, like GlassDoor. If your manager is one of us, you will need to explain how your responsibilities have changed or what new skills you bring to the table that now justify a salary increase or a promotion.
A salary negotiation is a complex and subtle process, and learning about all its aspects is an investment in your future financial well-being. Improving your annual increase by a percent or two can have a dramatic increase on your longterm savings. Understanding how, when, and whether to negotiate is an important professional skill because it will have the most impact on your compensation. There are dozens of books written about negotiation, difficult conversations, gender salary issues, and gender bias.
I recommend that you read widely and deeply about all of those issues. We sometimes prepare well for a professional challenge but neglect to practice beforehand.
When I think about how much time actors and athletes spend practicing before a performance or a competitive event, the lack of practice in the workplace seems truly appalling. You can practice in front of a mirror or in front of a camera, or with a friend or professional colleague. I was sometimes surprised to see how reticent my peers were to actually have the conversation. They were perfectly willing to talk to me about why they deserved a raise, but when I asked what their boss had said about it, they would fall silent.
I wish you luck and hope that your managers and colleagues understand your interest in this issue. Women, as well as men, exhibit bias against other women who ask for more money, so we need to actively remind each other that it is fair for a woman to objectively investigate what her salary should be and potentially ask for greater compensation. Now is the time to dispense with those old ideas. Women and money go together very well. Name optional. optional. Website optional. for the "Imposter Syndrome" Issue - May for the "Improv" Issue - Mar for the "Podcast" Issue - Jan for the "Books" Issue - Nov for the "Civility and Anger" Issue - Sep for the "Training" Discreet woman needed - May for the "Lady" Issue - Mar for the "Year of the Woman" Issue - Jan for the "Sexual Misconduct" Issue - Nov for the "Empathy" Issue - Sep for the "Humor" Issue - May for the "New Opportunity, i.
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