Between layoffs and organizations continuing to make cost-saving cuts, hearing the phrase “do more with less” has become just about as common as corporate jargon for employees. Combine that with DEI rollbacks and return to office orders, these shifting dynamics might make employees — particularly women — feel out of control from a career perspective. A recent Glassdoor poll* of professionals shows that these shifts could be making them more reluctant to ask for more money — only 36% of women said they feel comfortable asking for a raise, compared to 44% of men. In a separate poll**65% of women believed their salary would look different if they were another gender, compared to 29% of men.
But, a talk with experts reveals salary transparency could be the loophole that helps women get what they deserve, despite their fears. Let’s dive deeper into pay equity and some of the hacks that could help women negotiate in the workplace.
Double-standards fuel the pay equity problem
A study published just last year found that women are more inclined than men to ask for what they deserve, but they’re still paid less. For those who hesitate to negotiate on salary and benefits, it’s often because of fear of consequences, lack of confidence, and not feeling equipped for the conversation. Organizational psychologist and Glassdoor’s Chief Worklife Expert Adam Grant said there’s evidence that what’s often dismissed “weak language” can be a surprisingly powerful negotiating tool for women.
“Talking tentatively shows concern for others, reducing the likelihood that assertiveness is mistaken for aggressiveness,” he said, citing examples like:
- “I’m not sure what our norms are around salary negotiation, but…”
- “I see that the market rate for this role is in the range of A to B. What do you think would be fair?”
- “I would very much appreciate it if you consider…”
“It’s unfair that women have to do this, but in a world that still subjects them to heightened expectations of care and humility, it’s a set of techniques worth understanding,” said Grant.
Hannah Williams of Salary Transparent Street, a Glassdoor Worklife Pro, asks strangers their salaries often and says women and men respond differently.
"[Women] are more standoffish when discussing salary," said Williams. "They also frequently feel the need to validate their pay by citing experience, education, or accomplishments, while men typically share their salary as the final answer without volunteering additional information," she added.
Salary transparency laws are helping women in the workplace
Transparency laws clarify what the minimum salary for a role should be. While Glassdoor research found that two-thirds of employer-provided pay ranges published in online job advertisements are accurate, actual salaries reported by employees skew toward the lower half of the range. In addition, at least 90% of professionals across tech, healthcare, and consulting say listing salary impacts their decision to apply for a job or skip it.
Williams says this level of transparency is key to instilling employee confidence.
“In a transparent system, workers understand why they’re paid what they’re paid and what their opportunities for growth look like. Without that information, conflict arises due to a lack of trust and feelings of betrayal. That can be eradicated with transparency,” she said.
The secret to raise negotiations
“When you negotiate, you have two central goals. One is to get a result; the other is to maintain or strengthen a relationship,” Grant explained. “Unfortunately, although legitimating a request by referencing market rates is good for results, it can come at a cost to relationships.”
To get results without burning bridges, Grant recommends using a relational account language to demonstrate that you’re a contributor rather than a taker, like “I’m representing myself with the same high standards that I apply when representing our team” or “I’m ready to do everything in my power to demonstrate that I’m worth it.”
Studies also show it’s better to ask for a salary range instead of a specific number — this allows you to aim high while signaling flexibility.
In addition, Grant says the method by which you communicate during negotiations is also important (ex. texting or emailing versus calling).
“The main risks of emailing and texting are miscommunication and signaling that the relationship isn’t important to you. A phone call is often the best of both worlds. It gives you the chance to demonstrate that you care and respond to tone and a dynamic conversation,” said Grant.
Tools for researching salary
While effective negotiation language is crucial, an employee’s position is significantly stronger when they enter these conversations armed with data. Women who know their market rates are 3x more likely to negotiate successfully. Pay transparency can come in different forms, so don’t limit your research to the information provided by an employer. Using Glassdoor’s Salary tool or Glassdoor Reviews can help you determine your market value. Williams says social media can also be a helpful tool.
“The internet is a worker’s best friend when it comes to pay transparency and market research,” Williams said. “Many creators work full-time jobs still and make content about their work; they are great people to answer your questions.”
Salary transparency: A path to fair pay
While the gender pay gap persists, transparency tools have created new opportunities. In leveraging salary transparency laws, conducting targeted research, and preparing for conversations with negotiation strategies, women can feel equipped to more accurately advocate for fair compensation.
Whether you're utilizing company reviews or forums like Glassdoor Community, get creative in your approach to getting paid what you deserve.
*Methodology: *This poll ran from February 11, 2025 through February 12, 2025, and was answered by over 1,000 U.S. professionals. Respondents could answer with either “Yes,” or “No, ” to the question, “Do you feel comfortable asking for a raise?” For subgroup breakouts including age, gender identity, and industry, all categories received at least 100 responses from U.S. professionals on the platform.
**This poll ran from February 7, 2025 through February 10, 2025, and was answered by over 2,000 U.S. professionals. Respondents could answer with either “Yes,” or “No, ” to the question, “Do you think your salary would look different if you were another gender?” For subgroup breakouts including age, gender identity, and industry, all categories received at least 100 responses from U.S. professionals on the platform.