How to Avoid Falling Prey to the Introvert Pay Gap if You are an Introverted Leader

Two weeks ago, I wrote about the introvert pay gap and the research that supports the view that such a gap exists. Last week I wrote about what employers can do to close this gap. This week I write about what introverted leaders can do to be the best self-advocates and not fall prey to the introvert pay gap.

Because this is a topic that does not get much attention, many employers (and introverts themselves) are probably oblivious to the fact that a pay gap even exists. Employers need to have equal pay practices; however, introverts can also advocate for themselves.

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Equal pay audits

If you suspect that you may be being paid less than your peers doing similar work, ask for an equal pay audit to be done. While there may be genuine factors to justify differences in pay, ask that discrepancies be investigated and put right where necessary.

One client did a pay audit of their team members and identified that one person was being paid significantly less than others who were doing the same work. Armed with the data, they were able to advocate for their team member and get them a pay increase.

If it is a new role that you are going for, use a salary insight website and industry salary reports to find out what the salary is for the role or roles of a similar nature.

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Negotiate confidently

Before they come to me for coaching, many of the leaders I coach don’t like negotiating. As a result, they have not gotten pay rises, promotions, or?what they wanted when discussing compensation packages.

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There are many reasons why they don’t like negotiating, which include a fear of being told no, imposter syndrome, not wanting to appear too demanding or being perceived as too aggressive, it conjures up feelings of confrontation (and they don’t like confrontation), or… (insert your reason here).

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Address the issues you have about negotiating because if you don’t ask you don’t get. If you want to be a confident negotiator, this is something I can help you with.

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Be seen, be heard, stand out

Part of self-advocating requires you to be visible, raise your profile, and self-promote. All of which can be uncomfortable for introverts who typically are not bothered about being in the spotlight. However, if people don’t know about you and your achievements, how will they know about the value that you add?

In an ideal world, you could quietly get on with your work and get recognition and rewards based on that. However, we do not live in an ideal world. Extraverts get more opportunities in the workplace because their performance is more visible. They are more likely to talk openly about their successes and achievements.

Visibility and self-promotion feel inauthentic to many introverts and self-promotion can feel like bragging or boasting. However, there are ways in which you can be visible and self-promote that feel authentic. Who needs to know about you and what you have achieved? How can you make them aware of this? Do not limit your thinking to just those in your organisation. Also, think of?the wider industry/sector.

I encouraged a coaching client to utilise LinkedIn and interact with the company’s LinkedIn page by commenting and demonstrating their thought leadership, knowledge, and skills. The CEO saw her comments and invited her to work on a new project they were starting.

If self-promotion feels like a dirty word, don’t view it as self-promotion but as letting others know about the results and outcomes achieved while making it clear that these were achieved because of your actions.

Taking the focus off yourself and putting it on the outcome achieved can help it to feel more authentic and less like bragging or boasting.

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Develop your network and your cheerleaders

Develop your network, cheerleaders (people who will advocate for you when you are not in the room), and sponsors. Your network can open up doors of opportunities for you and talk about the value you add. Unfortunately, because networking environments can be overstimulating for introverts, plus they typically don’t enjoy making small talk, it may be something that is avoided.

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There are ways to network that do not feel so draining. Be strategic about it and don’t think you have to work the room and speak to lots of people. Be selective about who you speak to so you can have more meaningful conversations. Remember, introverts prefer the?quality of conversation over quantity.

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The benefits of networking for career advancement are well known. What part does networking play in your career/leadership development plan? If it doesn’t, how can you incorporate it?

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Be assertive

Whether it is speaking up and getting your voice heard in meetings, negotiating a pay rise, or being influential, assertiveness will be more impactful for your self-advocacy. If you are too passive you will not instil trust in your ability as a leader and you may find that people walk all over, you. If you are aggressive, you create a toxic environment, which again does not instil trust.

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Be mindful of how you come across and don’t use apologetic language. Speak firmly but politely when others speak over you or try to talk you down. Be aware of your body language and don’t cower or shrink yourself.

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Know your worth

Most importantly, you must know your worth. This means addressing any self-limiting beliefs you hold about yourself and recognising your strengths and using them. Know who you are and what you stand for.

Don’t fall into the trap of comparing yourself to others and putting yourself down in the process. Everyone has their unique path. Someone else’s journey and experience are different from yours. Comparing yourself to others and putting yourself down in the process will only instil self-doubt and negatively affect your self-confidence.

Do not stick around too long where the value that you add is not recognised or appreciated. Doing so will only chip away at your self-belief and self-confidence. If you are unable to change things for the better or influence change, consider finding somewhere where you will be valued.

Know your worth and the value you add and put boundaries in place so you do not compromise this.

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The more you put into practice the above, the better your self-advocacy will be, ensuring you don’t fall prey to the introvert pay gap.

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What will you do to self-advocate?

Are you an introverted leader who wants to increase your influence and visibility without feeling the pressure to be loud? Join me on 30 October for this LinkedIn Live session where we'll explore how introverted leaders can lead with confidence, build strong influence, and make a lasting impact – all while staying true to their quiet strengths.

I’ll be sharing practical strategies that have helped countless introverted senior leaders boost their visibility, foster meaningful relationships, and enhance their leadership presence. Whether you're navigating imposter syndrome, self-doubt, or simply looking for ways to increase your influence without adopting an extraverted persona, this session is for you.

To add this to your calendar and be notified when I go live, click the 'Attend' button here .

The way that most workplace meetings are conducted don't allow for the preference introverts have for thinking and processing information before speaking. Being put on the spot can be challenging. This can bring on fear and anxiety about speaking in meetings and as a result, the value that they can add doesn't happen. In this episode of the podcast I share tips which will help you to speak up and be heard.

About Me

I am an Executive, Career and Leadership Coach specialising in introverted women who are senior leaders. Through my work, I have helped 1000s of women across the globe to increase their confidence, influence and impact as leaders, and overcome imposter syndrome, increase their executive presence, improve speaking performance in meetings, get a promotion, and much more.

If you are an introverted woman and a senior leader and want to increase your confidence, influence and impact, take my free assessment and get a report identifying areas to develop. You can take the assessment here .

I speak in organisations on a variety of topics related to career, leadership, and personal development, as well as belonging, psychological safety, and inclusion. If you would like to enquire about me speaking at your organisation, contact me here .