How Women Can Negotiate a Salary That Isnt Half What Their Male Predecessor Earned

How Women Can Negotiate a Salary That Isnt Half What Their Male Predecessor Earned Recent reports regarding GM CEO Mary Barras salary suggested she was earning half what her male predecessor, Dan Akerson earned. And while the latest reports note that GM has clarified that when Barras total compensation of base pay, short-term, and long-term compensation is disclosed later this year, the numbers will represent more equitable pay between the two, the incident has brought the issue of unequal pay for women to the forefront again.There are several issues that can impact pay for women, including a higher percentage of females leaving the workforce temporarily to raise children or a larger number accepting part-time jobs, but there is also research to suggest that the way women approach the salary negotiation process may be at play as well.The mechanics of the negotiation are the same for men and women, but the strategies often vary between the two sexes. Personality, style, and gender are all contributing factors that influence the outcome of the conversation. Here are four differences I have observed between male and female negotiation styles (and what you can do to level the playing field):1.) Relationships vs. Outcomes Women tend to value relationships over outcomes and are willing to compromise in an effort to keep the relationship intact. Some can be people pleasers who generally do not like conflict and confrontation, and many women associate salary negotiation with conflict. In a study by Babcock, Gelfund, Small, and Stayn,  Propensity to Initiate Negotiations,  men and women participated in an internet survey to identify if they believed it was appropriate to negotiate in various work-related fictitious situations. As a group, women were less likely than men to choose negotiation as an option, even though they recognized that negotiation was appropriate.Men tend to leverage relationships to achieve their goals. They ask for a particular salary with less compromise and are concerned with outcomes. They worry less about how their negotiation s affect the relationship. Their straight-forward approach can work well, especially for short-term financial gain.Recommendation: Women can be successful negotiators by positioning their needs as part of a collaborative process. By listening to a potential employer’s needs and recommending outcomes that benefit both parties, women and men can get what they want for themselves and preserve the relationship at the same time.2.) Needs vs. Wants Many women may make decisions about salary based on what they feel they need rather than what the market will bear. They use past salary as their benchmark and may rationalize that a similar or slightly higher salary is what they should ask for. Since employers tend to reward people no more than they require, women are at risk for receiving less competitive packages than their male counterparts.Men are more likely to ask for what they want. Cultural norms may be at play here, since historically it has been acceptable for men to be assertive i n the business world, while women who are tend to be viewed as aggressive or difficult to work with. In a study by Small, Babcock, and Gelfund,  Why Don’t Women Ask,  participants were asked to play a game and offered $3 as compensation. If participants asked for more, they would receive $10. Almost nine times as many males asked for more money, suggesting that men ask for what they want more frequently than women.Recommendation: Women can improve their negotiation skills by knowing their market value. Sites such as Salary.com,  Payscale.com, and  Glassdoor  help job seekers define a potential range of salaries for a particular job. By doing your research and presenting the business case for your requested salary, you improve your bargaining power and diffuse potential cultural biases.3.) External vs. Internal Centers of Influence Women may be more likely to assume that hard work alone will be recognized and rewarded with a promotion and/or increased monetary compensation. They of ten wait for external factors and group consensus to determine their opportunities for advancement.Men more frequently take matters into their own hands and believe they influence their opportunities and promotions. They are less inclined to stay in dead-end jobs and more likely to ask for a raise when they feel the situation warrants one. In the Propensity to Initiate Negotiations survey, researchers found that women were 45 percent less likely to see the importance of asking for what they want.Recommendation: Women can increase their opportunities for promotion by taking a proactive approach to their career development that includes reporting accomplishments regularly, taking on high-profile assignments, and developing influential networking relationships within the organization.4.) Low vs. High Goal Setting Women may set more modest goals than men and they generally make concessions earlier in the negotiation process. As a result, women typically have lower salaries than men in s imilar positions.A study by Riley, Babcock, and McGinn, Gender as a Situational Phenomenon in Negotiation,  revealed that men typically set goals for negotiation conversations that are 15 percent higher than women. By going into the negotiation process with higher goals, men can often receive better initial offers and additional leverage in the negotiation process. In subsequent negotiations, employers often assume that applicants with better compensation records are more capable than those who have been paid less.Recommendation: Women should adopt a negotiation style that meets their individual needs, but both should incorporate ambitious targets into their negotiation strategy. When you negotiate your compensation package you are not just negotiating your starting salary, but you are directly impacting every salary increase you receive from that point forward.While most job-seekers are intensely interested in how to negotiate the best package, few realize the importance of creatin g their own style and developing a set of best practices for their negotiations. Whether you are a man or a woman, these strategies can help you achieve the optimal total compensation package when you land your next promotion or new job.