How to ask for more money on Equal Pay Day

How to ask for more money on Equal Pay DayHow to ask for more money on Equal Pay DayAnother year, another Equal Pay Day with disappointing statistics about the gender pay gap. Just this week, Hired released its findings on The State of Wage Inequality in the Workplace, which revealed that in the United States, men are offered higher salaries nearly two-thirds (63%) of the time for performing exactly the saatkorn role within the same company.Just how much less are women making? Some of the companies surveyed in the technology industry were found to offer women up to 45% less for identical work. On average, women net 4% less than men in the same job. And these numbers show that nothing has changed since Hired asked companies these questions a year ago.Sigh. Stats like these are evidence-based reasons why women should use Equal Pay Day - April 10, 2018 - as an impetus to negotiate for fair pay.Fuel for the fire on Equal Pay DayBefore we get into some ideas on how to up your financial ante in the marketplace, lets review a few other relevant findings that show why seeking gender pay equity is so importantGender pay inequities occur across diverse industries. While the Hired report focused primarily on the tech industry, it compared the wage gap in other sectors as well. The research revealed that women in the finance industry and health industry fare incrementally better than their female peers in tech, earning 7% less than men. In education technology, the largest gender pay gap of all is seen at 10%.Race + sexual orientation + gender impact salary. Not surprisingly, some of the most discouraging findings emerged when examining the pay gap that women of color experience. Both black and Hispanic women earn just 90 cents for every dollar earned by white men. Interestingly, the wage gap does not hold true for LGBTQ women, with this group being offered slightly more (1%) than non-LGBTQ women.The wage gap expands with age. Hireds data also found that the gender wage gap rises as a woman gets older. Millennial women make 97 cents per dollar that men earn in similar roles, while by their mid-thirties, women are asking for 2% less than their male peers but being offered 7% lower salaries.Stealth sttarifgies to close the pay gapIn an effort to shed light on this situation, Hired also explored womens personal experiences with pay inequality, and compared regional differences and role variations in relation to the gap. In doing so, they revealed some ideas about actions that might help lessen the disparityTalk about it.While its often an unspoken rule not to share salary info with your peers, swapping details about pay differentials may be one of the only ways to ferret out the truth in the case of gender inequities. The study found that more than half of female respondents (54%) discovered that they were receiving less money than a man in the same role. Two-thirds of these women gathered this information from having an open discussion with one or mo re colleagues about comparative salary figures. For this reason, Hired suggests that erkennbar discussions about salary may be a catalyst to close the gender wage gap.Choose your location wisely.While it doesnt make a huge difference, the study revealed that the pay gap lessens in certain parts of the country and world. Some U.S. cities do slightly better than others, with women faring the best in the San Francisco Bay Area, which only has an 8% pay gap compared with 11% in Seattle and 10% in New York and Los Angeles. On a slightly less depressing note for American women, the pay gap between genders isnt quite as bad in the States as it is in other global markets. (It is almost as bad, though.)For example Men in Toronto get offered more money than women for the same role at the same firm 69% of the time, while men in London receive higher offers 65% of the time. Men in Paris have the same advantage as American men, with higher pay offers 63% of the time. And the average gender pay g ap in each of these locations is even larger than in the U.S. at 9%, 7%, and 6%, respectively.Consider your role.Its rarely practical for mid-career women to shift gears in mid-stream to a new type of role just because it has less of a gender pay gap. But for younger women making decisions about their educational path or just starting their careers, it may be prudent to examine some trends and let those influence their professional decision-making.For example In the tech industry, the Hired research found that product management has both a stronger representation of women candidates for these roles than for other tech jobs - specifically data analytics, design, and software engineering. It also boasts the smallest gender wage gap for product manager salaries, at a relatively small 4% compared to the 8% of these other three positions. Whats more, product management roles are at the top of the heap for high pay, averaging out at $145K.Ask for more.While nearly 40% of those surveyed s aid that they believe company leaders are responsible for compensating people equally regardless of gender, Hireds data also uncovered that many women are shortchanging themselves by asking for 6% less on average compared to men - in fact, two-thirds of the time, women are requesting less money.If youre undervaluing your accomplishments and falling victim to imposter syndrome (as more than a third of the study respondents said happens frequently to them), you may be asking for less than you are worth in the marketplace. Prove your value to yourself by researching the market rate for your skill set, industry, and location. Then present data points to your employer that reflect the evidence of this value and ask for what you deserve.While progress is moving at a glacial pace, there are some changes happening that should help make a difference in the future. In California, a law passed to address the gender wage gap. It went into effect in January 2018 and it bans employers from askin g candidates about their prior salary - a practice that has served in the past to pigeonhole women into lower pay bands. And the UK and Iceland recently adopted laws that require companies to prove that they pay both genders fair wages.While we wait to see what impact these shifts will have on womens salaries in these areas and if other states and countries will follow suit, women can use the occasion of Equal Pay Day to take actions like the ones above to advocate for themselves in the meantime.This article originally appeared on FlexJobs.

4 Job Search Tips for People with Disabilities

4 Job Search Tips for People with Disabilities4 Job Search Tips for People with Disabilities8It would be nice to think that all job candidates are considered equally regardless of race, gender, sexual orientation, or disability. In the real world, however, anything that makes you stand out as different may lead to misconceptions and prejudgment from interviewers and potential employers. These job search tips for people with disabilities can help you find success in your job search.Many studies have proven that a diverse workforce is good for business- and many employers do recognize the value of hiring someone with a disability. Yet statistics suggest that people with disabilities may face mora challenges in their job search than other job seekers. According to AOL.com, people of working age with disabilities have an unemployment rate nearly double that of those without a disability (13.4 percent vs. 8.4 percent, respectively).One way professionals with disabilities can help level th e playing field during a job search is by using the equalizing force of the Internet. Here are a four job search tips for people with disabilities to get you startedUse online career fairs.People with disabilities face unique challenges when looking for a job, yet virtual recruiting can help minimize or eliminate these problems. Online career fairs can offer a fairer way for candidates with disabilities to connect with employers, since job seekers need not reveal a disability unless or until they feel ready. Brazen Careerists BrazenConnect.com offers a variety of virtual career fairs you can RSVP for and attend.Work virtual interviews.Online job fairs can lead to other opportunities to prove yourself online, such as virtual job interviews. Being interviewed online allows you to create a positive first impression focused on your work history and talents- not your disability.Maximize your LinkedIn presence.LinkedIn and other professional social media sites allow job seekers with disab ilities to showcase their resume and skills, as well as their tech-savvy. Taking the time to make your LinkedIn profile stand out, and participating in professional groups and other opportunities on the site, can pay off with recruiters during a job search.Look for flexible and telecommute jobs.Regardless of your disability, flexible and telecommute jobscan help you stay connected to the workforce- and maintain or grow your career- all while making accommodations for your particular situation.Job seekers with disabilitiescan use a variety offlexible work arrangements in many different industries to helpthem stay engaged in the workforce.In short, professionals with disabilities can use technology and the Internet in a variety of ways to help them conduct a fairer and more successful job search. We hope these job search tips for people with disabilities help you secure your next positionReaders, what are your best job search tips for people with disabilities? Share them in the commen ts below

The Guide to Being Friends With Your Boss at Work - The Muse

The Guide to Being Friends With Your Boss at Work - The MuseThe Guide to Being Friends With Your Boss at Work You spend a good majority of your time in the office. So, its really only natural that youll establish friendships with the people you work with. And, having a great relationship with your co-workers can actually make working day after day that much more enjoyable But, when you develop a close bond with your anfhrer? Well, that dynamic can get a little trickier. On one hand, a relationship with your superior can lead to increased communication and a boost in your morale. However, the blurred lines between your personal and professional lives can also complicate things within your office.So, here are seven dos and donts of being tight with your work supervisor. Hint you dont ever want to make jokes about his or her terrible management skills. But, you already knew that much- I hope. Do Always Remember Your Boss AuthoritySure, maybe you and your boss grab drinks together on a F riday night or buy each other gifts for birthdays. But, that doesnt mean you should ever forget that your boss is indeed your superior in the workplace. So, even though you think of your manager as your friend, you do want to exercise a certain level of control and censorship when it comes to your interactions outside of the office. The general rule of thumb is that he or she is your boss first, and your pal second. Dont complain endlessly about the duties of your position. Dont make jokes about which of your co-workers should be fired. And, please, dont get blackout drunk- or even obviously drunk. Yes, youre friends. But, you should still make an effort to uphold your professional reputation. After all, your friend can fire you. Dont Flaunt Your Friendship in the OfficeHave you ever hung out with two close pals who spent the entire time reminiscing about stories you werent a part of, talking about people you didnt know, and telling inside jokes they knew you wouldnt understand? It was annoying, wasnt it?Now, imagine how your co-workers will feel toward you and your boss if youre like this every day in the office. Theres bound to be some zug and animosity. Needless to say, its important that you dont flaunt your friendship in the office. It can be pretty off-putting to all of your other colleagues, and even spark some pretty nasty office gossipWhile you should never hide your relationship, you absolutely dont want to rub your bond in everyones face- especially if your manager doesnt have the same relationship with other team members. If you do, you may be left with a great relationship with your manager, but you can kiss your friendships with co-workers goodbye.Do Be InclusiveJust because you have a great relationship with your boss doesnt mean you want to form this exclusive office clique that no other co-worker can penetrate. To avoid any conflict or hurt feelings, make an effort to include others in the office.If youre heading out for happy hour after work, extend the invitation to everyone else you work with. Doing this will bedrngnis only reinforce the fact that the relationship is fair and legitimate, but will also cut down on the snide remarks and judgment from your co-workers.Dont Get Too Cozy on Social MediaWork relationships mustve been so easy before social media was a big deal. But, now were all tasked with the overwhelming decision of whether or not we should accept that dreaded friend request from our boss. Hitting accept really comes down to personal preference. However, regardless of what you decide, its best not to become too familiar or cozy with your superior on your social media accounts. Why? Well, it introduces a whole new personal element (and possibly even a need for censorship) into your already complicated relationship.Plus, those frequent tweets back and forth between you and your manager can cause your other co-workers to feel uncomfortable or even left out. Do Avoid Office GossipOffice gossip is a bad idea in any circumstance. But, when its taking place between a manager and subordinate? Well, thats just a recipe for disaster. As a best practice, you and your supervisor should stay away from discussions about anything work-related when youre outside of the office. It only serves to expand your gray area and further complicate your already delicate relationship. Plus, you need to keep in mind that this person is still your boss (remember my point about constantly recognizing authority?). After all, your seemingly harmless venting could very well be job jeopardizing for the co-worker youre complaining about. Dont Leverage Your Friendship for Special TreatmentThis should go without saying, but you should absolutely never use your personal relationship for pull in a professional scenario. In the office, your boss should treat you as he or she does any other employee- and you should expect that from him or her. Wouldnt you be furious if you always had to set an appointment with your supervis or, while another employee could simply breeze into his or her office whenever he or she pleased? Its a surefire way to make someone feel inferior and disrespected, whether thats your intention or not.Do Openly CommunicateBalancing your personal and professional relationship is bound to get complicated, so you and your superior should make an effort to always openly communicate with one another about any problems, concerns, or conflicts.Also, its not a bad idea for you and your boss to sit down and talk about some ground rules pretty early on in your friendship- as awkward and formal as it might seem. This sets boundaries that you can respect both in and out of the office, as well as makes both of your expectations clear right from the get-go. Theres no doubt about it- navigating a friendship with your boss involves some serious thought and consideration. However, its definitely doable, and even surprisingly common Practice these dos and avoid the donts for a friendship thats ethica l, honest, and (hopefully) judgment-free.