Own Your Pay Narrative

Hey there, folks. Spilling the tea after 16 years in the corporate hustle, grinding it out in Fortune 100 companies while delivering high-impact strategic corporate communication, thought leadership, and employee engagement assignments. (No luck involved here — like most of you, I too hustled hard to snag these opportunities).

Now, let's dive into a real talk as a woman of color navigating the corporate maze. Despite a good career and impressive qualifications, why does advocating for fair pay feel like trying to solve a Rubik's Cube during 'salary discussions with HR or hiring managers?

The other day, a recruiter from a big-league organization pitched a high-pressure leadership role to me. As we got talking, I laid out my career achievements, experiences across industries, domains, and geographies, and what I am looking forward to, in my next leadership role in the corporate communications and content strategist realm. Then came the dreaded topic - Current CTC and expectations.

On the expectation part, I asked her a few important questions - is this an individual contributor role or a team effort, reporting structure, employee perks, where does this role sit, and does this role get a say when the bigwigs talk strategy? Surprisingly, the recruiter stumbled through half of my questions.

The offered pay was a tad more than my last assignment, but she insisted on tying my raise to a lowball percentage of my previous CTC, not the number/range budgeted for the role. I reiterated my professional achievements and that I would like to be fairly compensated, one that equates with my experience and skill set, but it felt like hitting a brick wall. I couldn't advocate for myself the way I should have - perhaps worried that I may not get the role as I may get perceived as an assertive or unlikeable person if I pursue my worth. Studies have found that women often rate their job performance lower than their male counterparts, even when the performance metrics are similar.

I vented to friends across industries, and they dropped some truth bombs:

1. It's not just about the raise; it's about getting paid what you're worth.

2. Get hired and paid based on the impact you'll make in the role.

3. Don't settle because the offer is a bit lower than your last salary. Know your worth and demand it.

4. Damn it, Tanvi Why are you going to make less when you know what your worth is!

So, I did some research and found that women often hold back from negotiating due to a lack of assertiveness. In a study conducted by Harvard Kennedy School professor Hannah Riley Bowles and her colleagues, findings do indicate that women indeed need to step up and demand equal pay.

But, how does one go ahead with solving this peculiar situation?

1. Sheryl Sandberg suggests - a “think personally, act communally” strategy. Using a “relational account” or “I-We” strategy involves asking for what you want while considering your negotiator's side/ taking their perspective too.

2. Prove your worth, and show how you'll move the needle, but if the offer still feels like a low blow, you have to decide: take it or bounce to a place that sees your value and offers you legitimate and mutually beneficial compensation and perks.

Salary talks are crucial, but let's not forget the bigger picture. There's more at stake than just the numbers on your paycheck. Your role, the projects you take on, and the workload you're comfortable with can be game-changers for your career trajectory. Remember to embrace the negotiations with a holistic mindset, and watch how it transforms not just your paycheck, but your entire professional narrative. You've got this!

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