Linda Babcock‘s 2011 research at Carnegie-Mellon University identified one possible reason for the oft-reported pay gap between genders: Women don’t ask for raises as often as men
They wait to be offered a salary increase, a promotion, to be assigned the task or team or job that they want.
Researchers note that this type of unsolicited offer rarely occurs.
The study found that when women do ask, it can lead to others finding them “too demanding and aggressive.”
This trend was demonstrated when researchers showed people videos of a man and a woman each asking for a raise, following the same script.
Viewers of both genders reported similar negative perceptions of women who requested promotion.
The study reviewed approaches to help women improve their negotiation skills without challenging “preconceived notions about appropriate gender behavior.”
Some critics note that this analysis doesn’t consider larger scale inclusion and diversity interventions, such as resources offered by NCWIT.org to guide design and launch of merit-based systems for hiring, promoting, and managing women and other underrepresented groups.
–*How likely are you to ask for a salary increase or promotion?
-*What factors do you consider before making a request for more more or an expanded role?
Supervising-in-a-Box series and Women in IT: The Facts offer tips and tools
LinkedIn Open Group – Diversity
Blog: – Kathryn Welds | Curated Research and Commentary