“Women negotiate differently,” writes Claudia Irsfeld in her book. This has an impact on salary. The author reveals whether negotiations should be renegotiated in crises and how this works.
According to the Federal Statistical Office, men earn – unadjusted – a full 18 percent more than women in Germany. The reason: Claudia Irsfeld, human resources manager and career coach, writes in her book (“Women and Salary”) that women are more likely to work part-time, in poorly paid industries and less often in management positions.
According to the author, women often do not conform to the typical role model that society has of them. The result: you lose sympathy and the salary is lower. In an interview, Claudia Irsfeld reveals how women and men differ in salary negotiations and gives tips on how women can close the salary gap.
What are the biggest differences between women and men when it comes to salary negotiations?
Claudia Irsfeld: Caring, modesty and friendliness are ascribed to women. For men, it’s assertiveness, strength, and ambition. In other words, when men make demands, it goes down well.
But when women behave like that, it often leads to a loss of sympathy because such behavior is less accepted. You will then get negative feedback. However, it is important for women to understand that they can break out of this stereotype.
In general, women often have fewer salary talks. As a result, they miss opportunities for salary increases and for their achievements to be visible. In addition, women often do not know the value of their work. As a result, they often enter into conversations unprepared. Or they forget to name important things that they have done or to talk about their tasks and successes.
When they sit down in conversations about their salary, they often give the exact number they are aiming for. Sometimes they don’t even have an idea of ??their own. They then put other people in the hands of making suggestions or are downplayed.
What is the best way for women to prepare for a successful negotiation?
It is important to first deal with how the topics of salary and salary increases work in the company. So: Who decides about it? Who do I need to speak to? There should be transparency.
I should talk to my manager regularly, at least once a year, about what I have achieved, what skills I may have developed, what successes I have had, and in this context also talk about money. The tip is to take notes on an ongoing basis or keep a success journal.
I should also know my market value, inform myself and research it regularly. I can contact associations. I can talk to people in my circle of acquaintances or colleagues, so I can build up a network.
A high inflation rate is currently driving up prices. Should women – and also men – take advantage of this situation and renegotiate their salary?
It is important to first analyze the situation. What is the situation of the company? Is it among the winners of the crisis or is it on the brink of bankruptcy? If I am in a company that has been shaken, then it makes sense to take a closer look. If the entire team is really called upon to persevere, then I can go with them. But if I see that the money is being generously spent in various places, then I wouldn’t hold back.
What is more: Am I in the area of ????the shortage of skilled workers with my skills and with my profession? Do I belong to the group that is currently being sought, where talent is highly competitive? Of course I can bring that into my argument.
But I should have alternatives up my sleeve that are worth something to me, be it leisure time or further training. The latter make me more valuable for the future. Maybe I can work from home more often and avoid the high fuel prices. A lot can be shaped. So my recommendation is to always pay attention to the context.
