Reform Pay Equity Initiative
Fighting the gender wage gap in the Reform Jewish Movement
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June 29 2018

Previous Salary- What Not to Ask

amalinger Negotiation Skills for Women

What’s your salary history?

How much do you think you’re worth?

What are your salary requirements?

How much did you make at your last job?

All of these questions, although common in a hiring interview, are perpetuating the gender pay gap and making it more difficult for women to earn the same amount as their male colleagues. Here are some scenarios of questions and answers that a potential employee can use to negotiate for themselves in a desired equitable platform.

Question: What salary range are you looking for?
Your Answer: “Let’s talk about the job requirements and expectations first, so I can get a sense if I am the best fit for this position.

Question: What did you make at your last job?
Your Answer: “It was comparable with the work I was expected to produce. Now, what do you see as your work expectations? ”

Question: I need to know what salary you want in order to make you an offer. Can you tell me a range?
Your Answer: “I’d appreciate it if you could make me an offer based on whatever you have budgeted for this position and we can go from there.”

Employers, in order to stay transparent throughout the hiring process, should post the salary range within the initial job listing. Otherwise, a woman systemically will make less because her previous salary is already lower than her male counterpart.

 

 

Negotiation Skills for Women

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    Reform Pay Equity Initiative
    • Home
    • About
    • Teaching & Preaching
      • Resolutions and Statements
      • Advocate
      • Equal Pay Day
    • Resources
      • Best Practices
      • Education
      • Do’s and Don’t’s of Hiring
    • Implicit Bias
    • Contact

    Is your congregation paying fairly?

    If your answer is yes, how do you know? You should be asking, how do I know if my congregation is paying fairly.

    What steps are you taking to ensure pay equity?

    Understanding implicit bias and allowing best practices can benefit both the employee and the employer.

    What does success look like?

    Awareness of bias, opportunity for equality, and systematic change can allow pay equity to become a reality.