During three grueling years of law school and about $160,000 in student loans later, no one taught the art of salary negotiations or even mentioned that it would be a skill essential to my career. So as a second-year associate in a large San Diego law firm, I had no idea that I could, or more importantly, should, ask for a raise. In fact, a few of my female colleagues told me that asking for a raise was not worth it. 

I became friends with a male partner, however, who told me the opposite: I absolutely should negotiate for a raise, and specifically how to do it. 

I do not like to focus on stereotypes, but I suspect that at least one causal factor of pay inequity is the fact that women tend not to initiate salary negotiations. But we should. My salary negotiation resulted in a significant and commensurate raise, which followed me throughout my career. The talk was worth it.

In 2020, the WNBA negotiated a historic agreement that improved salary packages, benefits, and equity. Likewise, twenty players on the U.S. Women’s National Soccer Team (USWNT) joined forces to sue the U.S. Soccer Federation (USSF) over gender discrimination, and the USSF met the team’s demands on issues such as travel and field quality. The case also motivated allies to show their support. The U.S. National Soccer Team Players Association (USNSTPA), representing players for the men’s team, filed an amicus curiae brief, arguing that USWNT players do not just deserve equal pay, but more pay than men.¹

In sum: make the ask. Do your research. Go with data. Be prepared to tell them precisely why you should get a raise, and how it affects the company’s bottom line. When you do get the raise or the promotion, use your power to ensure others coming up behind you have equal opportunity. 

¹https://theathletic.com/news/us-womens-soccer-players-get-support-from-mens-team-in-equal-pay-lawsuit/RuptQbC5tByR