Close the Gender Pay Gap With Smart Salary Negotiation

The gender pay gap is both persistent and disproportionately impacts women of color, mothers, and older women. When you are living this reality, the whys of the gender pay gap are less important than the hows of closing it.   

Why is there a gender pay gap?

Let’s start with the “congratulations, we’d like to offer you a position” stage of the relationship between an employee and an organization. This is where expectations are first set (and biases are either reinforced or turned over). One bias is that women negotiating for higher salaries are often seen as pushy (while men are viewed as assertive). Many employers also assume that women — especially mothers — are less committed to their careers, which results in lower starting salaries and fewer women in leadership positions.  

The lack of salary transparency further reinforces the gender pay gap. Many companies don’t openly share pay ranges, making it harder for women to know what they should earn. Without clear benchmarks, women often accept lower offers than their male counterparts. On top of that, the confidence gap plays a role. Women are more likely to underestimate their value and hesitate to negotiate, further widening the pay disparity. 

Women also worry about backlash for negotiating. Research shows that men and women tend to react negatively to female negotiators, making women more likely to avoid pushing for higher pay.  

Finally, there’s the motherhood penalty. Fatherhood increases men’s earnings, whereas working moms are paid — and promoted — less because of assumptions about their availability.  

These factors combine to create a long-standing financial disadvantage for women. However, there are ways to push back and negotiate better compensation. 

Overcome salary negotiation barriers

1. Prepare with research and confidence

Preparation for salary negotiation will set you up for compounding benefits for years. First, do your research. Websites like Glassdoor, Payscale, or LinkedIn Salary Insights will give you the comparables you need for the role and industry you are working in. But don’t just look to online data — speak to people. The best way to get a job is through your network; the best way to get paid fairly is by running it past that same network.  

Understand the salary band for any given role. The old negotiating trick of forcing the other person to “name their price” before you do is a lot easier to handle if you know the range you are working with. Knowing the upper limit helps you build a business case of why you should be at the top end of it.  

(And, if the company really — really — will not give you the salary you want for the role, consider that an indication of how your experience will be if you work for them.) 

Knowing your worth is equally important as understanding the compensation package. Before negotiating, document your achievements, skills, and measurable contributions in your previous roles. Have concrete examples of how your work has impacted the team or company. Let’s face it: you are brilliant, and they know this because you’ve made it this far in the process.  

2. Practice and communicate effectively

Practice your pitch with someone who wants you to succeed—refine your message and anticipate the hard questions. You wish to appear confidently curious; pause, pivot, and adjust to further the conversation.  

Framing is as important as facts. You aren’t demanding (“I deserve a raise…”); you are aligning (“I’d like to discuss how my contributions benefit the company…”). Using “we” instead of “I” clarifies that fair pay benefits both you and the company.  

3. Negotiate beyond salary and stay persistent

Don’t overlook the entire compensation package. If the company can’t meet your salary expectations, consider negotiating for other benefits (e.g., signing benefits, additional vacation, flexible work arrangements, performance-based bonuses, or leadership opportunities).  

Employers may push back initially, but staying composed and reiterating your value will reinforce your position. Sometimes, silence is powerful—after stating your request, pause and allow the employer time to respond. If an immediate raise isn’t possible, ask for a clear timeline for when your salary can be reviewed again. This keeps the conversation open and sets the stage for future opportunities. 

4. Negotiate your exit

When leaving a job for a new opportunity, consider what you may be leaving on the table. Many employees focus solely on their new salary but overlook bonuses, equity, or deferred compensation they could lose by departing early. Before accepting an offer, assess these factors and negotiate to be made whole in the new position.  

By taking these steps, women can navigate salary negotiations more effectively and work toward closing the wage gap in their industries — not only for themselves but also for those who follow.  

Women Living a Richer Life is on a mission to build a client community that makes Brighton Jones the No. 1 financial advisory firm in the U.S. for women. The information contained in this document is provided for informational purposes only and should not be construed as individualized advice. For individualized advice, please consult with your adviser.