| Topic Name: |
negotiation skills |
| Message Name: |
male/female salary discrepancy |
| Date Posted: |
04/01/2000 |
| In Reply To: |
During a post-work drink it came out that one of my male counterparts at work (we are on the exact same level, and he started about 2 months after I did) makes more money, and has more stock options than I do. I have always had stellar performance reviews, and can't see how an employer could justify the discrepancy based on performance. I asked my coworker how he managed to get such big increases, and he said "I just asked for more." During my last two reviews, i have asked if the salary/options grants were negotiable, and I was told that they were not. In fact, the last time I asked, my manager acted like I was being greedy, and asked me why I would even want more.
It was a very uncomfortable situation.
Of course we're not supposed to discuss compensation, so I'm not allowed to bring this up with my employer, but it's really disheartening to work knowing this.
Can anyone offer advice on how to deal with this? |
| Message: |
There are several aspects to consider:
1. Just because people are "on the same level" (as you said) do not necessarily mean they are "equivalent" in terms of past work experience, special skills, or educational background. For example, 2 people may be MBAs from similar schools, but 1 might have had several years of expertise in C++/UNIX/Sybase while the other have a much less technical background. Or, 1 might be 3 to 4 years older, and thus have shown that he/she has some proven leadership/managerial positions in the past ("proven" is the key word here). All else being equal, people who can do several jobs and/or have more skills/experience are more valued. Employers must pay a premium for these people if they want to impress clients and win businesses from them.
2. You mention that he asked for more, and therefore gets more. Suppose both of you came from similar Top-5 schools, but he's a top 5% graduate from the #1 school who had several competing offers, while you're just another recruit from the #5 school. He'll play 1 against the other until he gets the best offer. Note that #1 and #5 are totally subjective to the hiring manager, who may be partial toward his own alma mater!
3. Finally, keep an eye on your manager, to see if he/she pays for non-market characteristics (vs. market characteristics) such as looks, gender, religion, ability to party/drink/dance/have a great time/bla-bla-bla, etc... All of this implies that your 2-month head-start is actually immaterial.
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