Salary Negotiations as a form of Activism

Me being smug with fake money in Embu, Kenya. This money was a prop for a design challenge in which we simulated market dynamics for participants.

I recently asked for a promotion, a new title, and a 40% raise at my job. Why? As I dug into the research around salaries, I learned the harsh truth - I have been a statistic. I have been earning way less than my white counterparts in other organizations, doing a director’s work but without the title. This revelation hurt me because I hold myself to a very high standard as an employee and give my all and work hard-- #immigrantvalues #middleclassvalues. This grief brought with it the perfect opportunity to educate myself. After many conversations with mentors, white allies, and my manager, I was ready to claim what I deserved.

1) Salary Negotiations are about power.

In any situation, your negotiations with a manager or an employer about salary boils down to a matter of power. The scale tips in their favor by a lot. I navigated this notion by doing extensive research on the market value of my role. Besides, I spoke to friends, coaches, mentors, and white allies to determine what number I should quote. I am so glad I made this effort; otherwise, I would have quoted 20K lower than my work’s market value.

2) Don’t let feelings determine your course of action, especially the number you quote.

As minorities, we feel injustice in myriad ways. We are also more likely to have a scarcity mindset because we and/or our ancestors have seen generational lack for so long that it is embedded in our psyche. Moreover, we are also likely to have an attitude of making it work with less. Our grit and perseverance are more likely to make us ask for less and agree for less. For some of us, fear might make us cave in. That was true in my case. How I will make ends meet in a foreign country without this job was the nagging fear throughout the process!

3) If you are a POC, especially a woman immigrant, speak to your white allies before quoting any number.

I am so grateful to be in authentic mutual relationships with many white allies. Speaking to them honestly and openly about their compensation packages opened my eyes. Asking for their advice on negotiating was also critical in shaping my conviction, and gaining leverage in a stressful situation of speaking truth to power.

4) Quote10-15K higher than what you want.

Yes! Calculate the numbers over your market rate. Negotiations are about power and leverage. Therefore, my strategy was to ask for15K higher than my market rate to gain that leverage. I understood the scale was already tipped against me. Hence, in order to advocate for myself effectively, this strategy would make me feel confident throughout the process, ensuring I do not let my mindset get in the way.

5) Stay strong, just a little longer than you are comfortable.

I negotiated persistently and stuck to my number for over four rounds of conversations. By the third, I felt like caving in but somehow stuck it out for another round, and it worked in my favor. As long as your numbers are reasonably based on market research, this is a useful tactic.

6) Life goals should determine your raise ask.

Along with market research before quoting the number, I also did the math on my goals for the next few years. One of the big-ticket goals is an investment for financial security like buying a home. Accounting for mortgage payments and monthly expenses also helped me determine the raise, making me confident and grounded in asking for it.

7) Lead the conversation with facts, not feelings.

Here are the facts I used blatantly during discussions. I quoted the source and offered to send them in emails as well.

According to the 2015 - Pew Research Center analysis of Bureau of Labor Statistics data - the racial gender wage gap is 75% compared to the white counterparts in similar positions.

For Asian Women, it is 87%.

As a woman, I am 27% not likely to get career advancement as I desire regarding pay, promotion, etc.

Payscale Inc report published in 2018 - POC of color are less likely to receive their requested pay raise and 19% for the women of color.

There is a 49% chance that the reason for denial of meeting pay requests will be budgetary constraints.

If your organization claims equity and diversity are part of their goal, then quote that 75% of white people do not have significant relationships with people of color. Retaining/recruiting POC who do have significant relationships with diverse groups is in their best interest to meet those goals.

8) Have an inspiring catchphrase going in your head.

I used the famous phrase from Jerry Maguire: