UCLA Journal of Gender and Law

Despite incentives aimed at achieving equality for women in the workforce, women continue to lag behind men in terms of pay and leadership positions. This is despite the fact that women, on average, have equal or better educational credentials and offer comparable skill sets to employers.  A variety of causal factors have been postulated for this disparity, including women’s tendency to choose to enter fields with lower pay at higher rates than men, and their greater concern for work-life balance in order to prioritize childcare obligations. However, another contributing factor exists that receives less attention: often, women are not as effective at self-advocacy in the workplace as are men. Women may fear the potential negative social consequences of ardent self-promotion, and this can lead to a reticence to negotiate that results in women receiving significantly less pay for the same work as men.

Part II of this article explores the nature of the gender disparity manifested in the salary negotiations process. Part III discusses a number of culturally dictated gender stereotypes and behavioral norms that can act as obstacles to women’s success in salary negotiations.  Finally, Part IV recommends several strategies and tactics intended to enhance women’s effectiveness in salary negotiations that women may take into consideration.