How to get paid what you are worth

A Women in Public Affairs blog by Priyanka Patel, Tiffany Burrows and Julia Root-Gutteridge

We don’t talk about money…

Know your worth, and then add tax; a professional mantra to live by if ever there was one. But how, as a woman in public affairs, can you know how valuable you really are to the company you work for?

In November 2022 WiPA explored this topic at our pay and progression event, kindly hosted by Vodafone UK. Attendees raised many of the points that come through in WiPA’s annual surveys -  that women working in public affairs feel that they aren’t paid the same as their male colleagues. We also know that the women in our network feel uncomfortable asking for or negotiating a pay rise so we wanted to share some practical tips on how to approach these discussions based on our experience and that of our excellent event panelists. 

It’s often advised that the best time to negotiate a salary rise is when you are about to sign on the dotted line of a contract for a new role. Don’t forget that you’re the company’s choice of candidate, and that puts you in a powerful position to negotiate.

Tip 1: Don’t be afraid to challenge the starting salary offered to you

We don’t mean turn it down outright for the sake of it, but if the salary offered doesn’t match your expectations, or your skill set, stand your ground when asking if there is flexibility.  

We know from WiPA’s surveys that women are more likely to apply for jobs in the industry if the roles advertised include a salary band so let’s mention them. Salary bands are just that - parameters in which you can be expected to be remunerated so in these situations you have at least some idea of how realistic your preferred salary is for the company to offer.

Large charities or public sector organisations are more likely to advertise a salary band. Make sure you’re prepared to negotiate during the starting salary conversation. Prepare your pitch and practice it so you aren't blindsided when the time comes. State your strengths, what you’re bringing to the organisation and tangible examples of your achievements that you’re hoping to replicate in your new role.

However, we also know that many organisations in public affairs don’t include a salary in their job adverts (competitive salary anyone?) So where do you start?

Tip 2: Do your research

What you are currently being paid is obviously a good place to start, but you could have been underpaid in this role so it should not be the only thing you base your starting salary expectations on. The most important thing therefore to do before negotiating a starting salary is to do your research. Look at similar organisations to the one you hope to join and compare (if possible, we know this data can be difficult to find!) what their offer is to provide evidence to counter the ‘competitive’ offer on the table. Salary guides put together by recruiters such as Melbury Wood, are also a great resource. When asked, round up your salary a little – women are far too honest about what they earn (men are far more likely to round up).

It can be trickier to secure a pay rise if you work in-house in the charity sector. Your salary might be out of your hands and subject to an annual review process by Trustees. Before starting a new job, do your homework into how the charity manages salary reviews. It’s also worth digging into the charity’s financial position, so you have a better idea of where you stand when it comes to your negotiation.

Tip 3: Find peers/friends who are comfortable talking about money

Another way to find out what is a reasonable starting salary is to talk to people that you know and trust with similar experience to you (if they are comfortable) about what they are paid. We know money is a sensitive and personal topic, that’s why people don’t tend to talk about it. We understand that some people will never want to talk about it and that’s of course their choice but if you’re comfortable, do consider sharing your salary with your industry friends if asked - in doing so, you could help tackle gender discrepancies in your company, and the wider industry. 

We all know that money is not the be all and end all in a job (work/life balance, flexibility, good colleagues and interesting work are all up there) - but it does matter. 

So what if you’re not looking for a new role, but feel a pay rise is overdue but you’re not quite ready for promotion?

Tip 4: Prepare carefully for pay discussions

Ask your manager for a salary review to give both them and you time to prepare. If you work in the charity sector, you might be able to make the case for an uplift if you can show that you've taken on additional projects and responsibilities. 

Collate examples of the consistent good work you’ve done since you were last promoted/given a pay increase, and map them against your current job description to demonstrate why you should be rewarded. It may have been a while since you last checked the industry resources so refresh your memory and benchmark your existing salary against that in the guides/peer to peer conversations that you’ve had so you are able to provide further evidence when making your case. In negotiations, be evidence-based, short and sharp in your points. Be confident of the role you played in a project. If you don’t get what you want, ask when you can check back in and set dates for it. Don’t ask in every catch up with your manager, but hold them to a reasonable timetable to return to the subject.

Tip 5: Don’t make empty threats

We all know people who have accepted a job elsewhere, resigned, and then stayed because they were given a counter offer from their existing firm they couldn’t (or didn’t want to) refuse. We know it works. However, our advice is to only pursue this tactic if you have exhausted all other options and want to stay in your current role. This is for a number of reasons: firstly, hiring can be incredibly difficult and you don’t want to mess anyone around who may be a future employer, colleague, or client. Secondly, as we have highlighted above, there are other ways to reach your desired conclusion collaboratively without threatening to walk. Finally, it’s a tactic you can only use once, so don’t use it unless you’re serious about leaving the organisation, as it may backfire if your company doesn’t provide a counter offer. 

Tip 6: Think outside the box

Don’t forget - base salary isn’t everything. The wider package, which varies much more among employers, can include: enhanced employer pension contributions; medical cover; parental leave policies; holiday entitlement; flexible working; and professional training budgets. Think carefully about how these elements would help your personal circumstances.    

Happy negotiating!