Podcast 2: How to prepare and ask for a pay rise

In this podcast  we offer practical advice on how to prepare, and ask for a pay rise. And to mark International Women’s Day, we talk about the gender pay gap, as well as this year’s theme, Be Bold For Change.

Podcast notes:

Today is International Women’s Day and each year we continue to hear about the gender pay gap. To this day, it’s a persistent issue across the world. Why do you think this is the case and what should be done to close it?

• The gender pay gap certainly does exist. It exists in varying different levels across different parts of the world, in different role functions, and in different sectors. It’s a differential that starts to manifest itself quite early on in many women’s careers. If left unchecked, it can grow to quite a significant difference.
• The key thing is to understand the reasons for that differential starting to take place and, as an individual and also as an organisation employing women, take active steps to narrow the reasons for that gap

 

In your role for Hays, you must hear a lot about the challenges that women face in the workplace, especially when asking for a pay rise. What do you think the challenges are?

• For men as well as women, one of the most personal, challenging meetings they’re likely to undertake is a meeting that is around asking for a pay rise
• Do expect to feel uncomfortable, to feel anxious. You can take steps to mitigate some of these natural concerns and anxieties and to go into that meeting prepared to present the request you want to make, and to make the ask with confidence

Read more: 10 steps to help you get a pay rise

 

Some people find organising a meeting to discuss pay with their boss can be intimidating. What advice would you give to those who may be putting off this discussion for a while?

• Understand the fact that the discussion does need to be had. If your employer hasn’t come to you with that request for a meeting, you need to take control and ask for  the meeting, and importantly anticipate the points which may come up, so that you can prepare adequately
• Prepare an agenda. Importantly, request the time there’re unlikely to be other pressure of time and timetabling for the person that you requested the meeting with

Read more: How to face your fears and negotiate that pay rise

 

Once the meeting is finally in the diary. How would you recommend to effectively prepare for that meeting?

• If you fail to prepare, you prepare to fail
• You can take the following steps to effectively prepare for that meeting:
  • Take the time to prepare, to have a persuasive case on the tangible value and contribution that you’ve made to the business. This needs to be backed up by external factors, such as knowledge of your peer group and, perhaps, a wider external market control, as direct comparison points
  • Step away from the day-to-day ‘doing’ and objectively assess the value and impact of what your contribution has been
  • Try and align your contribution to what is important to the business, what has been important to, and what will be important to it. Give specific examples of the actions you have taken to deliver that value and contribute to the success of the organisation
  • Be clear in what is important to you, by way of baseline salary, other financial benefits such as pension and a healthcare contributions and the non-financial contributions such as flexible working. Understand what aspect you would be willing to negotiate on, should the opportunity arise
  • A salary increase may also result in a promotion, so anticipate what that promotion might require, and show that you are ready to take on those additional responsibilities by way of your preparation
  • Be prepared for a possible ‘no’. If you get a ‘no’, see it as a start of a negotiation, not the end of a discussion. Take the time to understand and ask for the reasons for the refusal. Take them away and be prepared to counter them

Read more: How to build your business case for a pay rise

 

When you’re in a meeting, you’re speaking with your manager – how do you make sure you come away with what you went in there for?

• Be prepared to negotiate and be aware of what aspects of your salary and package you’re prepared to trade
• Stay objective and don’t take a discussion too personally. Don’t expect the agreement there and then as it is highly likely that your boss, or the person you’re meeting with, will require some additional internal discussions to meet your requests and your suggestions
• As part of your research and preparation, have some counter points ready as to why you’d like to take the time to go away and consider the reasons for the refusal. Make sure that it’s noted that you don’t accept the offer or the refusal that’s been made to you
• Stay professional at all times but request that you’re given time to review and address the reasons for the refusal . Come back with the request for related discussion once you had the time to review those reasons.
• Remember, if you don’t ask for yourself and persevere, who else will?

Read more: 5 steps to a successful salary negotiation

 

The theme of this International Women’s Day is ‘Be Bold For Change’. Can you tell us about a choice that you’ve made in your career?

• The common thread that runs through the decisions I’ve taken have really been based on my understanding of my own strengths and what I really enjoy doing
• The reality is, that if you are doing the job that you enjoy, and utilising the skills you have, you are more likely to excel in that role
• The first bold step I took was 20 years ago when I moved away from the practise of law. I spent many years qualifying as a solicitor and then practising law, and I decided to move into recruitment. It was a bold step. It was moving away into an industry that in those days was slightly less understood. Since that decision I took 20 years ago, I’ve never had that sinking Sunday night feeling.
• More recently, a bold step I’ve taken has been into the role that I’m currently in as Group Head of Diversity at Hays
• I saw an opportunity, where I could build on my skills, expertise, in the area I felt really passionate about. I saw that it’d add value to our customers and indeed to the Hays offering as being recruiting experts

 

What are you encouraging your employees to do today?

• Across the Hays network, we are undertaking many different activities. Some of them are direct recruitment activities – taking talented female professionals to market proactively
• We are launching our global Gender Diversity survey; we’re marking International Women’s Day with internal events
• The common thread that runs through all of those activities is raising awareness, both internally and externally with our customers, of the huge value that women can bring to the workplace
• We’re keen to use today to ensure that we continue to stay on the front foot to encourage the greater participation of women in the workplace and to support them in every way to fulfil their career potential

 

What’s the best piece of careers advice you could give to a job seeker?

• Understand your strengths. If you don’t know what they are, take the time to consider what they might be and sense check those with those around you who know you well
• In the job that you’re looking for, really take the opportunity to play to those strengths. If you’re able to do that, not only will you do well in your job but you will excel