TOP TIPS TO ASK FOR THE SALARY YOU DESERVE

Gender equality in the workplace is a hot topic, but women still earn less than men, even when they do equal work. We have some tips on how to politely but assertively ask for what you’re worth.

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It’s a touchy subject, but the fact remains that the salary gender gap is still firmly in place. Our constitutional right to workplace equality has not curbed this continuing trend in South Africa. In fact, SA has a gender pay gap of between 23% and 35%, and only 32% of managers in SA are women.

The pay gap between men and women is still substantial, according to Pricewaterhouse-Coopers executive directors practices and remuneration trends report of 2020. Large companies have a 45% gap; a medium-sized company on average a 39% gap and small companies usually around a 25% wage gap. The gap ranges from 7% in the financial industry to 34% in the real estate industry.

MORE EXPERIENCE, BUT STILL LESS PAY
During a conversation about working conditions, Kgomotso Mohlahlane (38) learnt that she was earning a significantly lower salary than her male colleagues doing the same job. ‘We have the same education level, but I have far more experience,’ says the Joburg-based graphic designer. Her colleagues were earning roughly the same amount, but Kgomotso learnt that she was earning 9 000.00 less than them each month. That’s 108,000.00 a year – not to be sniffed at! ‘It was very disheartening, especially after all the years I spent with the company,’ she says. ‘I then took leave. I needed time to process everything.’ She asked herself if she deserved equal pay. ‘The answer was yes, so I approached my manager, but I was told they could not afford to pay me more. I started looking for another job and resigned a few months later.’



OUTDATED MINDSET
But why do woman earn less than their male counterparts? ‘It might be due to the mindset regarding the roles that men play in the household and society,’ says Thobeka Shata, founding director of Lemao Education Solutions. ‘Men are still seen as the main breadwinners and as the main decision makers in the boardroom.’

TOP TIP
Go to www.gendergap.africa to find out the salary gap in your country.

HISTORICAL ARGUMENT
There was a time when the wage gap could be explained with the argument that men had to provide for their families while most women stayed at home, looking after children and being ‘housewives’. Those days are long gone, however, as most women today work as much and as hard as their partners – and in fact nowadays some men choose to be the ones who stay home while their partners go out to work.

In spite of the sociological and socioeconomic changes that have taken place in society, ‘those old mindsets are still – silently – used to justify unequal pay,’ says Shata.

Related article: How to manage your money when you have a family to support

THE ‘MOTHERHOOD PENALTY’
The real issue, however, is what sociologists refer to as the ‘motherhood penalty’. Research has shown that women in the workplace receive lower remuneration after having children. Many companies avoid hiring young women (especially in leadership roles) because they don’t want to pay for maternity benefits and because they often see new mothers as less productive than men, even though this is usually a misconception. It’s not just or equitable, but it’s still a fact of modern workplace life. ‘Women need to know their worth and show it through the quality of work they produce,’ says Shata. ‘Focus on your strengths, but develop your weaknesses by upskilling through courses, workshops and mentorship programmes.



ASKING FOR A RAISE
When it comes to the pay increase discussion, you need to remember you are not there to talk about what your colleagues are doing, advises Shata. ‘Never compare yourself to others in the workplace,’ she says. ‘You need to get to the point about your reasons for wanting the increase. You also need to justify the proposed increase with tangible data. It’s in your best interests to revisit your key performance areas (KPA) with your boss during the check-in sessions, so that they are aware of your workload and know when you have taken on extra work. This will make it easier to justify a pay increase.’

Related article: Where is my money going?

DOS AND DON’TS OF ASKING FOR MORE

DO

• Make it about you
• Have market data and KPA ready for your meeting
• Upskill; take courses and attend workshops

DON’T

• Act out of anger
• Mention names/salaries
• Stay with a company out of fear. Know your worth and seek an employer who does too.

Related article: Understanding minimum wage