Brave Work: Female Salary Negotiation Strategies for the Modern Job Search

CareerJob Search
Written By Meg Applegate

Self-promotion isn’t easy. Especially for women. Typically, our natural mode of operation is to diminish our accomplishments, beat ourselves up over mistakes and overvalue expertise (which makes us undervalue ourselves in the process).

And it costs. In cold hard cash. 

Close to 60% of women are leaving money on the table when it comes to salary negotiation in the job search (per a recent Randstad U.S. report).

There’s more. Let’s cut to the numbers:

  • 57% of women have never negotiated their pay. 

  • 60% of us would rather leave our current role for a salary jump than negotiate for more money with our current employer.

  • 51% of females want to leave their role because they are underpaid.

Brave negotiation is a life-long skill, ladies. Now more than ever step out and ask for what you need at work. From a flexible schedule to competitive pay, negotiate with confidence (even while your palms sweat and your stomach turns!).

Photo by Christina Wocintec on Unsplash

Maybe she’s born with it…

Confidence is the key ingredient in negotiation. It isn’t a born-with-it character trait either, but one that comes through research, preparation and knowing what you want.

53% of employers are willing — and expect — to negotiate salaries on initial job offers for entry-level workers, but only 44 percent of workers do, according to a 2017 CareerBuilder survey. 52% of employers say when they first extend a job offer to an employee, they typically offer a lower salary than they’re willing to pay so there is room to negotiate. And 26% of those employers say their initial offer is $5,000 or more less than what they’re ultimately willing to pay.

Photo by Jon Tyson on Unsplash

The answer is always no...

If you don’t ask. You don’t receive. 

What’s the worst case scenario? You may not get what you’re asking for. You may only get some — but that’s more than what you started with. It’s extremely rare that a job offer would be rescinded simply because you asked for more money.

Salary discussions and negotiation is an expected part of the job search process, especially if you are a serious candidate for the role. So, don’t shy away from the conversation.

Have a positive mindset instead. Negotiation is an exchange that can benefit both parties. Understand your needs and those of the company. It is possible to reach a win/win solution. 

Photo by Jess Bailey on Unsplash

Do your homework

When you’re buying any major item (house, car, big screen TV), you do your homework and find out the value of the item. Heck, I spent hours researching the best diaper bag for my first pregnancy. 

Do yourself a favor and spend the same time researching your market value. Know what you’re worth — for your position, level of experience, and industry. In addition to online salary sites, gather information from professional or trade associations and the prospective employer (and its salary structure).

Don’t limit yourself to scouring the world wide web for information either. Research can be in conversation, too. Talk to current or former employees of the company of interest. Reach out to alumni of your alma mater who hold similar positions (or who are employed by the same company) who may provide you with useful information (ahem LinkedIn is a go-to resource here!). 


Check out the following websites offering solid salary information, including:

You can also do a Google search for “average salary for (job title).” This can sometimes lead you to more specific salary data for a profession.

When using sites like Payscale.com and Salary.com, compare job responsibilities, not job titles. A job title can mean different things at different companies.


If you are relocating, part of your research should include cost-of-living adjustments. You can use the CNN Money Calculator (http://money.cnn.com/calculator/pf/cost-of-living/) to assess differences between cities.

Photo by Ocean Ng on Unsplash

Tick tock

Timing is critical in salary negotiations. The issue of money will likely come up in the interview when the company is serious about you as a candidate. Don’t negotiate salary or benefits until you’ve been offered the job. You certainly do not want to price yourself out of the running, nor do you want to settle for less than you are worth. Employers often have a salary range available for positions, leaving them room to negotiate. 

At some point, you will likely be asked for your salary history — or what you were paid in your current/most recent position so they can make an offer close to your current compensation. The company may ask for your salary history so that they can be sure they’re not wasting time on people who they can’t afford to hire. 

Do not be deceptive about your current salary. Employers can verify your compensation when conducting reference checks or they may ask you to provide a W-2 form from your current or previous job. Dishonesty, especially if discovered after an offer is made, may be cause for the offer to be rescinded.

However, to prevent employers from basing future salary on your past earnings, some states have enacted a salary history ban. As of 2021, 29 U.S. states and territories enacted a salary history ban. The exact nature of each jurisdiction’s salary ban varies. You can find an overview here.

If you’re pressed about your desired salary and you feel you must name a figure, give a salary range instead. And don’t forget to add, “…that doesn’t include the value of insurance or other benefits.” The bottom of your salary range should be the minimum you’re willing to accept. The top of the range will be dictated by your salary research and your unique qualifications.

Naming a salary range gives you a chance to find a figure that is also in the range the company has in mind. In fact, many companies base their offers on sliding salary scales.

Here are a few strategies for success when an interviewer asks about your compensation requirements:

  •  “What was the compensation package for the individual previously in this position?” and then base your answer on that information;

  •  “What range did you have in mind?” where your answer is always that the high end of the range is what you were considering; or

  •  “What are you willing to pay an individual in this position with this level of responsibility?” and use that information to answer the question.

Suppose you have given one of the above answers and your interviewer responds with little or no information. S/he again inquires as to your compensation requirements. You must now respond with specific information such as: 

  • “My requirements are in the $50,000 to $70,000 range”; or 

  • “My compensation in my last position was $65,000 and I am seeking to increase that by a minimum of 10%”; or 

  • “I am interested in a compensation package including salary, equity interest, and stock options that will total approximately $80,000.”

The more information you can get from the interviewer, the more educated and appropriate your response can be.

If asked for your salary requirements, first ask for the pay range for the position. Then, you can respond with, “That’s in the range I was expecting. Once I better understand the requirements of the position and the value I can bring to the company, we can discuss the specific compensation.”

Don’t tip your hand. If the interviewer asks you to supply a dollar amount that would satisfy you, don’t give a concrete number for which you’re willing to settle. You don’t want to take yourself out of the running by naming a figure that is absurdly optimistic, and you don’t want to risk naming a figure that is lower than what the company is ready to offer. 

Instead of naming a price, say something like, “Based on my experience and skills, and the demands of the position, I’d expect to earn an appropriate figure. Can you give me some idea what kind of range you have in mind?”

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Know what you want

You don’t have to accept the first offer you’re given.

Respond with a “hmmm” instead of “okay” when presented with a salary offer. Okay constitutes acceptance; “hmmm” gives you room to negotiate per Jack Chapman, author of “Negotiating Your Salary: How to Make $1000 a Minute.”

You can also ask if the company’s offer is flexible. The “worst case scenario” might be that the interviewer tells you your salary is set by company policy and there is no room to negotiate.

You should also consider the full value of the compensation package — not just the salary. 

Benefits can make a huge difference in your compensation package, so don’t overlook them! Perhaps the most important benefit to consider is health insurance. If the company pays only a percentage of these costs, make certain that you can afford to pay the difference out of your own pocket. 

Non-cash benefits can add 30-40% to your total compensation package. Other benefits and negotiable items to think about are:

  • Health insurance

  • Vacation and sick/personal time

  • Retirement plans

  • Bonuses and/or incentives (including a signing bonus and profit-sharing plans)

  • Tuition reimbursement

  • Stock options

  • Flexible schedule 

  • Other insurance (dental, life, accidental death, disability insurance)

  • Company-supplied equipment (laptop, cell phone)

  • Company car (or car allowance or other transportation expenses)

  • Health club membership

  • Association dues

  • Relocation expenses

  • Discount on company products

  • Expense account

  • Child care expense reimbursement

  • Salary reviews (negotiating more frequent reviews and/or raises based on merit or performance vs. cost-of-living)

  • Space (i.e., an office with a window, or possibly work-at-home or remote arrangements)

  • Overtime policies (if it’s available, and you want to work it, to increase your pay)

  • Severance package

Know what is most important to you. Non-cash options like a flexible schedule may be equally as valuable to you as cash.

Remember, the point of your job search is finding a job that you will be happy with, that you’ll grow with, and that will allow you to be yourself. If your salary isn’t the one you dreamed about, but the job offers opportunity for learning and/or growth, think about the possibility of taking the position with the goal of making yourself invaluable to the organization or positioning yourself for your next job search. 

Alternatively, if what the company offers isn’t what you need, you don’t have to take the job. There are other opportunities out there.


The most important thing to remember about salary negotiations is that most salaries are negotiable. That doesn’t mean you name a figure and the company either matches it or not. It means you’re ready to listen to what the interviewer has to offer and give it consideration. Just remember to have realistic expectations and realize that you may not get everything you want.

Photo by Christina Wocintec on Unsplash

Evaluate carefully

Once you have a better idea of the salary and non-cash compensation being offered, you can consider the offer. 

Here are some things to think about:

  • How much do you need to make? How much do you want to make? What is the lowest salary you’d be willing to accept? What is your salary goal?

  • Besides money, does this job fulfill any of your other needs — such as schedule flexibility, the opportunity to learn new skills, or the chance to do interesting work?

  • What kind of opportunities does the position offer for training, further education, and/or professional advancement?

  • Do you have other job prospects lined up? How do they compare to this position?

  • What makes you worth a higher salary? How do you compare to the other job candidates? Do you have special skills that are hard to come by?

To determine your fair market value for a specific job, you should consider the economic, geographic, and industry factors of the job offer. 

It’s okay to ask for time to consider an offer — 24 hours, or the opportunity to “sleep on it” — is common.

Acceptance

When accepting a job offer, get it in writing. Accept the offer verbally, but request a written offer (either a formal letter of agreement or an employment contract). 

  • Clarify the specific duties and responsibilities.

  • Know how your performance will be reviewed, evaluated, and compensated.

  • Outline the full compensation package (not just the salary).

Follow-up with a thank you letter that reiterates the job title, annual salary, and your start date.

Want additional resources?

Check out AAUW’s free online course, designed specifically for women.

References -  The Gender Gap in Self-Promotion

Meg Applegate
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