Women in cyber, the pay gap and negotiating

I was inspired by a recent LinkedIn post from Jade, questioning where the female, interim cybersecurity professionals are. As always with questions like these, much of the response was positive although it does highlight how much further we still have to go to achieve equality. I wonder when we will be able to stop asking this question altogether.

Jade’s post also highlighted an (ISC)2 report from 2020 which suggests women are paid 21% less than men in cybersecurity. However, my own research has found that women are paid up to 30% more. These are very different numbers. One reason for this large difference maybe what we are comparing. The 21% figure is created by considering average annual salaries for women compared to average salaries for men. The full report from (ISC)2 goes into far more detail than this and when comparing men and women at the same level, finds a much smaller gap. My own research has been on a smaller scale but made direct comparisons between job offers received by men and women either with similar experience or for the same position. I believe this paints a more accurate picture.

One other reason for the difference came to mind. Women are less likely to negotiate their salary than men. The New York Times highlights one of the key reasons as women are seen as less likable when they negotiate. I also hear from female colleagues that they feel uncomfortable negotiating salaries for themselves. A restriction of my research is that the examples come from a recruitment company, where a third-party has been involved in the negotiation.

I have long championed the benefits that recruitment agencies can bring to salary negotiations. Male or female, it is much easier for both sides to use an intermediary for these negotiations. Salary can be dealt with, without souring any excitement either party has ahead of the candidate starting a new job. Until Jade’s discussion, it had not occurred to me that this might be making a difference when it comes to the gender pay gap as well. This warrants further research but using a recruitment partner to help with diversity efforts, may prove to be a sensible decision for companies when hiring.

From Jade:

Following on from Karla I believe using a recruitment partner is not only beneficial to help out with diversity efforts but negotiating salary, especially for women. This however can be particularly hard when being faced with smaller margins to play with on contracts. I have found negotiating salary one of the most rewarding conversations, especially among women. Naturally, women have systematically lower expectations which unfortunately means systematically lower outcomes because expectations drive behaviour. When it comes to negotiating or even discussing the majority of people are not comfortable discussing what they have earned or what they are looking for in fear of losing an offer.

My advice for those who are looking to negotiate or considering making a move within the industry for more money without the help of a recruiter. Most people think negotiation starts when an offer is on the table but that could not be far from the truth of it. Be transparent about non-negotiables from the get-go. Ask for the things that are really important. Negotiating is not only about the money but also about the role, responsibility, commute time, flexibility, how it shapes the path in terms of career, and so on.

Use your network to get insights. Pair your factors with research on the market for the role and industry this will make your argument more compelling. You will need to have a number in mind, be willing to be flexible on that and also take into consideration the very least you are willing to accept. There are so many salary tools and surveys online to compare.

Or when you have an offer on the table, but the number is off. Be open and honest if this is a role with a company you really want to work for ask if there is room for flexibility. You have to remember the person at the end of the line is going to bat for you. If they manage to get what you have asked for and you do not take an offer you are burning a bridge somewhere. If there is absolutely no wiggle room but really want the job, I suggest negotiating a 6-month salary review to bridge the gap. If you are confident enough that you can deliver you should have no issue in getting the raise desired.

And remember it is totally fine to walk away from a below-market rate offer.