Entering the Post-Covid Job Market
alary Negotiation Workshop By Lisa Ann Villarreal, Ph.D.
The Covid-19 pandemic came with economic consequences that rippled across the nation. While people of every age, race, class, and gender have been affected, many of the negative impacts have disproportionately fallen on women, particularly women of color. In March, the National Women’s Law Center (NWLC) reported that women’s labor participation rate in the US had hit a 33 year low ( CNBC 3.1.2021). Globally, women lost more than 64 million jobs, resulting in $800 billion in lost earnings, according to Oxfam International ( CNBC 4.30.2021). But while the pandemic was the catalyst for this crisis, it was not, in itself, the cause. Rather, the pandemic served to highlight the precarious position of women in the workforce, due to the systemic inequalities they continue to face, such as lower wages, unequal caregiver responsibilities, increased likelihood of part-time or informal work situations, and a smaller share of the executive jobs that can most easily support remote work. Recognizing the impact the Covid recession could have on Menlo students entering the workforce, the department of Internships and Career Services and student organization WILD (Womxn’s Impact and Leadership Development) invited Heather Meeker Green to provide a Salary Negotiation Workshop for Menlo students. Green has over 30 years of experience in negotiation and communication. She is currently the Managing Director at Accordence, Inc., a global training company specializing in teaching conflict resolution techniques.
Heather Meeker Green’s advice on how to negotiate a starting salary: It can be a bit challenging to get ready for your first salary negotiation, especially in uncertain economic times. Add to that inexperience, general nervousness around negotiations, and a sense of a power differential, and it may feel intimidating. Biases of hiring managers can often perpetuate pay inequities. Women receive worse first offers, encounter more pressure to make concessions and receive less reciprocity in response to their own concessions. Due to racial bias and negative racial stereotypes, Black candidates are perceived as less likely to negotiate and seen as less deserving when they ask for more money, and are also offered lower salaries, and given less in concessions. With the spotlight on corporate responsibility, many companies are focusing on improving their processes, systems, and policies and training their recruitment staff. Even with the growing knowledge of the inequities in 2021, women, BIPOC, LGBTQ+ and those with disabilities are still experiencing pay gaps. So how can students getting ready to enter the workforce advocate for fair compensation?
1
Ask for what you want. While a survey
of employers found that 74% of employers are able to improve their first offer, the same survey found that only 38% of graduates attempt to negotiate (McGurran, 2015b). Unless you are offered the highest part of the salary range, it is in your interest to prepare to ask for
a higher salary or more benefits and other options in your package. The impact of asking for and receiving less to start can add up to millions of dollars over a lifetime.
2
Know your worth – and communicate it to others. When it comes to presenting one’s own
value in salary negotiations, research indicates a measurable difference between how white men present themselves compared with women and BIPOC. Individuals from these groups have often been socialized to downplay their accomplishments, potential and value. Don’t be embarrassed to speak directly to what you have done, what you can contribute and how much you are worth.
3
Prepare. Know what is important to you. Do
4
Approach the negotiation with a positive attitude. Come in as calm, curious, and confident
your research at a myriad of salary sites and consider what criteria, standards, and principles will be perceived as persuasive and fair for legitimacy (salary comparables, other compensation and benefit comparables). Practice with someone before the actual conversation.
as you can to create a collaborative atmosphere. Treat the negotiation conversation as a joint problemsolving opportunity, where both parties can achieve a positive outcome and build a strong relationship in the process.
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