Updated: 13 June 2023

Are you planning a compensation discussion?

Equip yourself with valuable data from the Salary.com calculator that can reveal your earnings potential. This tool provides you with a personalized compensation estimate that can aid in your salary negotiations. Utilize this resource to steer the discussions and secure the remuneration you merit.

In this section:

• Common Mistakes
• Discussing Salary

Studies show that we women are just as good at negotiating as men – except when it comes to negotiating for ourselves. We’re outspoken when it comes to haggling for a great deal at a flea market or speaking up to raise money for our kids’ schools.

Yet, when the focus is on us, we become shy, intimidated, and uncomfortable. Among the most common negative scenarios: downplaying our worth, failing to research comparable compensation, aiming to please others at our own expense, and settling for what others think we deserve instead of for what we want.

We’ll address various tactics for understanding and overcoming these serious issues with the goal of empowering women to be their own best negotiators.

We’ll cover asking for and responding to raises and effectively handling bonuses and performance reviews. Since women often ignore a host of benefits available to them simply because they don’t understand or value them, we’ll explain how to identify, evaluate, and negotiate perks beyond money.

What are the top three rules for job seekers to follow to successfully negotiate the best possible compensation package?

Successful negotiation is based on preparation and patience. Always anticipate what you may need to know when you next speak with any potential employer.

1. Research your value

Research the value of your talent in the employment marketplace. Find sources that tell you what companies pay for the job you’re considering. The sources should take into account the size of the company you work for and its industry and region. It is even more helpful if you can use a source that helps you calculate the potential value of your personal skills and background such as education, length of experience, certifications, and management responsibility.

2. Don’t be the first to disclose a number

If possible, try to get the employer to disclose the pay for the job before you tell your requirements. If you find this too difficult or awkward, consider providing a broad range (based on the research you did above) and say you expect “a fair total pay package for the job and my unique set of skills, including….” It is also fair to ask the employer what the market data says the job is worth.

3. Prepare a counteroffer

About half of all job seekers accept the first offer that’s put on the table, but it’s worth noting that most employers make offers expecting candidates to counteroffer.

An encouraging study shows that 85% of Americans who dared to counteroffer were successful. So don’t hesitate to ask for what you want. Remember, your counteroffer can encompass more than just your base pay; it can include bonuses, stock options, vacation time, and even a flexible working schedule.

Every time you engage with a potential employer, it’s essential to be prepared with a comprehensive, prioritized summary of your ideal offer, and to be clear within yourself about which aspects of the offer you’re willing to negotiate on.

Common Mistakes During Compensation Discussions

1. Accepting the first salary offer.

Because employers anticipate a counteroffer, many include room for negotiation in their first offer. This is truer for jobs at a higher level or higher salary. If you accept the first offer, you may be leaving money on the table.

This could be compounded as future bonuses, salary increases, and insurance coverage are often based on the base salary level. Regardless of whether the employer has room to increase the salary offer, you should be comfortable asking. But be careful: don’t make demands or issue ultimatums unless you really are willing to walk away from the existing offer.

2. Not being prepared with relevant information.

Too many people rely on the potential employer to determine the fair compensation for the job. Spending a little time learning how the relevant labor market values a particular job and how your unique skills may further increase those values can have a dramatic impact on your ability to maximize your total compensation.

Knowing the facts and being able to speak intelligently about them can support and justify your desired pay.

3. Neglecting to negotiate things beyond base pay.

Base salary is just one of the negotiation points. There are many more items to consider when negotiating your initial employment package, such as variable pay, performance expectations, benefits, perquisites, schedule for salary increase, and minimum severance.

Once the salary negotiation is complete, moving on to the other components of total pay can be rewarding.

What are the biggest mistakes women make during compensation discussions ?

In a negotiation, women tend to be more indirect than men when asking for things. For example, a man might typically say, “I want more money,” whereas a woman might say, “I really have a lot of expenses because I recently bought a new house.”

The implication is that more money is needed, but that’s not exactly what she’s saying. Many women will merely imply what they want, but not come out and ask for it. Women are also more likely to take “no” for an answer. They hear “no” and stop, whereas men might make a counteroffer.

Many women also set lower goals and are satisfied with less than men, but it’s not clear why. Experts often say that one theory is that women compare themselves to other women and they don’t include men when comparing salaries, benefits, or promotions. For some reason, women tend to think lower pay is fair.

Most of the mistakes women make in negotiation happen before they even enter the conversation. Before even starting a negotiation, it’s important to establish in your own mind what alternatives and trade-offs you might be willing to consider.

When you feel empowered by alternatives and multiple options, you are able to eliminate the fear that often seeps into the negotiation process. Some of those viable alternatives might include:

• Trying to generate another job offer
• Lining up another interview
• Taking an “I’m the buyer” approach to the negotiation

Be aware of sounding and acting too eager from the very first contact, letters, résumé, and phone calls all the way through the interviews and negotiations. Adopt the attitude that the company is lucky to get you.

Think of the type of setting you’re most comfortable in and try to have important conversations there. What environment is it easier for you to stand firm or say no in? At a negotiation part, opt for a conference room rather than your would-be supervisor’s office. That’s neutral territory.

It’s also essential to prepare specific things to say depending on the style of your negotiator. You should have a plan of attack for both. A hard-style negotiator is firm, with forbidding body language, and tends to say “no” to everything. This type of person can be very intimidating. Don’t let them rattle you. Stand your own ground too.

A soft-style negotiator is very agreeable and tries to work with you. Don’t be fooled by a soft-style negotiation front. It’s a common mistake for women to be very agreeable in return, while trying to be polite and make the negotiator like you. You can easily end up walking away with less. The bottom line is you still have to ask for what you want without feeling guilty regardless of whom you’re dealing with.

Many of the mistakes women make when it comes to negotiating have little to do with their negotiating skills, and more to do with their negotiation attitudes.

Review the following list of mistakes women make and compare them with your own feelings and attitudes toward negotiation. You cannot correct your own mistakes unless you can recognize them.

• Women tend not to recognize opportunities to negotiate. Do not make the mistake of considering all salary and benefit offers firm. It is not always a take-it-or-leave-it situation. Most employers expect you to come back with a counteroffer.

• Women are good at building relationships. When women value a relationship, they tend to protect it. Women make the mistake of failing to negotiate out of fear of hurting the relationship they have built with their interviewer and potential employer. Do not make the mistake of thinking negotiation will anger your interviewer.

• Society has taught women to shy away from bold behavior. Women are more likely to sit back and wait for credit for their work than to ask for compensation. Women have internalized the idea that asking for more than what someone wants to give is rude. Realize that it is ok to ask for what you deserve.

• Women fail to do their homework. An important part of salary negotiation is researching comparable salaries in similar positions. Many women do not know their own worth. Make sure you value your own experiences and education.

• Women focus less on what they are giving the employer than on what the employer is giving them. They already see the employer as providing so much that they are willing to settle for smaller salaries. When negotiating, focus on what you are offering an employer, not on how the position will advance your career.

• Women start off in the hole. Women do not negotiate a higher salary to begin with, so raises and bonuses computed by percentage are smaller as well. The problem feeds off itself and the wage gap between men and women continues to grow larger. Don’t make the mistake of thinking a low salary will eventually “catch up” to what you deserve.

• Women take negotiations personally. Remember it is about business, so detach your emotions from the conversation.

More than likely, you make at least a few of these mistakes. Chances are interviewers will have more experience and skill at salary negotiation than you. It is important to prepare a strategy.

Negotiating is not a simple process. It takes a lot of research, effort, great debating skills, and practice, but the payoff is worth the work. Never accept a job offer without discussing the salary and benefits. Go in prepared.

Compensation Discussions

Some companies will ask for salary requirements in a cover letter. Some will actually ask you to accept the offer before they even mention the word salary. There is no routine, no schedule for when companies will discuss salary with you. There is, however, an ideal.

It is to your best advantage to hold off on discussing salary until after you have been offered the position. Wait for them to bring it up, and try not to be the first to mention a range. Of course, the process rarely works this way. It is a little messier, a little more random, so you need to be prepared with information on how to handle every situation.

If you are asked to name your salary requirement in a cover letter or résumé, do so. It may be the criteria used to weed out overqualified candidates. If you do not include the information at all, your résumé will be quickly set aside because you didn’t follow directions. Put down a reasonable range – such as $55,000 to $65,000-depending upon the responsibilities of the position.

If your interviewer brings up salary before you are prepared to discuss it, try to sidestep the question. Say something along the lines of, “Actually, I’d like to know more about the position before I can give you that answer.” Then ask a question about the job’s responsibilities.

Once you have been offered the position, and it is time to discuss the salary, you want them to name a figure first. This prevents you from naming a sum lower than they had been willing to pay, or a sum that is too high.

• Ask what the typical range is for others in the company with that position.
• Ask what they had budgeted for that job.
• Say you will consider any reasonable offer.
• Say that they are better informed to determine how much you are worth to the company than yourself.

All of these statements turn the situation around politely. It puts them in the position of naming a range first. If they counter, simply move on to the next statement. More than likely, they will return the question back to you no more than three times before they state a salary range.

Explaining Your Previous Salary During a Compensation Discussion

It is probable that you will be asked your salary history at some point. If you were underpaid in your previous position, you may not want to reveal this information. Employers may base their offer on what you were previously making, or on the flip side, assume they can’t afford you. You want the employer to base their offer on your value, not your previous salary.

• Let the interviewer ask you about salary. Be prepared to answer the question.
• Do not lie about your salary history. They can verify this information.
• If you do not wish to tell your salary history, answer with the salary range you are willing to negotiate within. If it is a reasonable range, they will more than likely drop the question of salary history.
• Do not become defensive or refuse to answer the question. It will leave a bad impression and only make the interviewer more interested in your salary history and possibly less interested in you.
• Talk about how your salary increased over time, how you received off-cycle adjustments, or bonuses.

What if you named a figure too early?

You messed up and named a figure too early. After some research, you found out that you deserve more, and they were probably expecting to pay more. The time has come for negotiation. Now what? How do you go back and ask for more when you have already named a figure?

• Explain that you didn’t realize the full responsibilities of the job. Now that you have more information about the level of the position and what it entails, that sum is no longer relevant. Then state the salary you think you deserve.
• Explain that you have done more market research, cost of living research, and researched salaries in similar positions, and have readjusted the salary figure accordingly.

Remember that it was your mistake. You did say you would accept that salary, so you need to be willing to compromise. Rather than refusing the offer, ask if you could have a review and salary increase after three months rather than six. Ask if you can have a higher percentage raise increase the first year to make up the difference. Ask for a signing bonus. You should decide beforehand whether you are willing to accept the sum you stated before you did your research, or whether you want to walk away and apply your newfound knowledge the next time.

If a jobseeker has been earning $30,000 and the position they’re applying for typically pays $48,000, what can the candidate do to avoid being low-balled by the employer?

• Be sure you’re qualified for the new position. A dramatic difference in pay like this (60 percent increase) may actually indicate a promotion or perhaps a position that is significantly more demanding than your current role. Whether or not it’s a significant change, and whether or not you are qualified for the new job, you should be prepared to answer the question.

• Determine the differences, if any, between the content of the current job and the new job. Knowing the differences between the jobs will help to explain why the pay packages are different. It will also help to demonstrate that you have the skills to meet the challenges of the new position. For instance, if you are moving from a non-profit or government organization to a large corporation, you will most likely be able to increase your pay significantly.

• Determine all the differences in the total rewards packages including pay, schedule, benefits, and intangibles. There may be differences other than just the base pay—this is particularly likely if there’s a vast difference in the base pay but not a major difference in the job responsibilities. You may find differences in bonus opportunity, profit sharing, stock options, benefit plans, and vacation time.

• Reconcile the real differences between the jobs. Create a side-by-side summary of the individual job responsibilities, qualifications, compensation, benefits, intangibles, etc. Add an extra column to summarize the magnitude of the differences. Note the key differences in each category for use in negotiations.

• Focus salary discussions on the market data for the new job (rather than your current pay at your current job). Your current pay is not really relevant if the market data for the job establishes a reasonable pay of $48,000 and your skills and experience demonstrate you’re a fit for the job. Of course you shouldn’t tell a potential employer that the information is not relevant, but you can lead them to that conclusion by focusing on the much more relevant market data and value of the job in question and your value as an employee with a set of skills that qualify you for that job.

• Avoid disclosing your current salary if possible. If the potential employer does not know your current salary is $30,000, there is no problem. If asked what your current salary is, you can try to deflect the question by responding with something like, “I’d expect to be paid reasonably for someone with my skills such as [name a few] working in this job. Based on what I’ve seen, it seems that would be between $46,000 and $53,000.”

• Keep discussions focused on the new job, the salary for that job, and you in that job. (Leave the past in the past.) Being underpaid at your current job doesn’t give your new employer license to underpay you as well. It does, however, give you a justifiable reason to look for a new job.

• If your current salary is known, use the three to five most compelling differences to justify why you deserve the $48,000. Don’t try to overwhelm a potential employer with an impressive litany of differences between the two jobs that justifies the pay differential. Selectively choose three to five of the major reasons. Including a lot of the minor differences will simply dilute the impact of the major ones.

• If possible, use other current salary offers to justify what you are worth and to mitigate the effect of your current pay. If the employer thinks your current salary is relevant, you can bring in salaries from other current job offers. These have the added effect of implying a value for you in the job as well as the fact that you are a desirable employee for this type of job. (Of course, this cannot work with the first new offer.)

• If you have a lot of nerve, try to justify why you deserve $50,000 to $55,000. The job typically pays $48,000—perhaps you’re better than typical. If the employer sees that, then you should be worth more than $48,000. Go for it!

Check out other articles by best-selling authors:

Dawn Rasmussen – Top Five Questions About Resumes Answered

Sunny Lurie – Eight Proven Strategies to Open the Door to a Vibrant New Career

Stacia Pierce – How to Search for a Job During the Holidays

Dawn Quesnel- Helpful Hints for Job Seekers

Stacia Pierce – Conceit vs. Confidence

Updated on July 17, 2023

Exploring the Landscape: Opportunities for Female Felons

In recent years, the concept of second chances has gained significant traction, particularly concerning employment opportunities for female felons. Despite their past, these individuals still have valuable skills, abilities, and talents that employers can benefit from.

A common misconception is that having a criminal record means being automatically excluded from meaningful work. However, this isn’t necessarily the case.

According to the U.S. Equal Employment Opportunity Commission, federal laws prevent job discrimination based on criminal records, unless the nature of the crime directly relates to the job in question.

This law opens up the possibility for female felons to find a wide range of jobs and embark on various career paths as they rebuild their lives. Astonishingly, the abilities they bring to these roles might provide unexpected value in many fields.

Tips:

1. Be Honest: Always be transparent about your past when seeking job opportunities. Most employers value honesty and integrity over a spotless record.
2. Utilize Career Centers: Make use of career centers in your local community. They can offer resources and guidance on job opportunities for felons.
3. Know Your Rights: Understanding the laws and regulations surrounding employment for felons can make finding and keeping a job much easier. One essential legislation to be familiar with is the Civil Rights Act of 1964. According to this Act, it’s illegal for employers to discriminate against potential or current employees based on personal traits such as race, religion, nationality, gender, sex, ethnicity, or national origin. Similarly, these rules help protect felons from unfair discrimination. It’s vital to be aware of what employers can and cannot ask about your criminal history, so you can ensure your rights are respected during the job application process.
4. Seek Legal Assistance: If possible, consult with a lawyer to understand how you might expunge or seal your record, making the job search process easier.
5. Network: Leverage your connections to learn about potential job opportunities. Someone you know might be able to provide a lead or a reference.

Best Careers for Female Felons: A Gateway to Success

When discussing the best careers for female felons, it’s essential to consider their skills, interests, and long-term goals. Notably, many felons possess unique skill sets honed during their time in correctional facilities, which can be utilized in various industries.

For instance, jobs in the trade and vocational sector such as electricians, plumbers, or beauticians offer opportunities for stable employment and advancement.

Alternatively, sectors like hospitality, retail, and customer service are known for being more lenient towards individuals with a criminal past, offering roles ranging from sales representatives to store managers.

Tips:

1. Identify Your Skills: Assess your skills and abilities to find job opportunities that match your experience.
2. Seek Vocational Training: Vocational or trade schools offer practical training in fields like cosmetology, carpentry, or culinary arts that are often more accessible to felons.
3. Pursue Customer Service: Retail and customer service roles often require people skills more than a clean criminal record.
4. Explore the Food Industry: Restaurants, cafes, and bakeries often hire people based on skill and personality rather than their past.
5. Consider Manual Labor: Jobs in landscaping, maintenance, or construction often offer opportunities for people with criminal records.

High Paying Jobs for Female Felons: Turning the Tides

While the journey may be challenging, female felons can secure high paying jobs that not only provide a comfortable life but also foster personal growth.

Technology is a promising sector offering high paying opportunities. Through coding boot camps and online courses, individuals can learn essential tech skills and secure jobs in software development, web design, or IT support.

Moreover, entrepreneurship is a route female felons may explore. Owning a business allows control over their employment status, with potential avenues including online retail, consulting services, or home-based businesses like baking or crafting.

Tips:

1. Embrace Technology: The tech industry is largely merit-based. Through training programs and certifications, you can secure high-paying jobs in areas like coding or cybersecurity.
2. Consider Entrepreneurship: Starting a business allows you to be your own boss. Consider your skills and passions to identify a business idea that might work.
3. Explore Freelancing: Online work in areas like writing, graphic design, or consulting can pay well and allows you to work on your terms.
4. Get Certified: In fields like health care or real estate, getting certified can lead to well-paying jobs.
5. Explore the Trades: Specialized trades such as electricians, plumbers, or HVAC technicians often pay well and require skills-based training, not clean criminal records.

What Jobs Can a Female Felon Get: Broadening the Horizon

Understanding what jobs a female felon can get is the first step towards successful reintegration into society. Beyond the sectors mentioned above, there are roles within organizations specifically designed to help felons transition back into the workforce.

Nonprofit organization, social enterprises, and certain corporations offer ‘fair chance’ or ‘second chance’ programs that provide job training and placement for individuals with criminal records. Roles in these organizations can range from administrative positions to outreach coordinators.

Tips:

1. Find ‘Fair Chance’ Employers: Many organizations commit to fair hiring practices and provide opportunities for individuals with a criminal past.
2. Leverage Non-Profits: Non-profit organizations often provide job opportunities to those looking to reintegrate into society.
3. Work on Communication Skills: Whatever job you seek, good communication skills can be a game-changer.
4. Be Open to Learning: Show a willingness to learn new skills. This can open up more job opportunities.
5. Stay Positive: Maintaining a positive outlook can motivate you during the job search and impress potential employers.

Careers Felons Can Pursue: From Convict to Contributing Citizen

Re-entering society as a felon can be intimidating, especially considering that reliable statistics report about 60 percent of those leaving prison are still unemployed a year later. However, various careers can make the transition smoother.

Industries with fewer barriers to entry are invaluable, as sectors like construction, manufacturing, and transportation often provide felons with stable income, potential growth, and relatively easy entry. The rise of remote work and the gig economy is a boon for female felons in particular.

Freelance writing, virtual assistance, and digital marketing are just a few viable options that offer both flexibility and discretion.

Thankfully, the current trend towards “second-chance hiring” continues to gain momentum, with multiple programs demonstrating promising results for this often-overlooked segment of the labor pool. Undoubtedly, the path to stable employment for felons is challenging but far from impossible.

Tips:

1. Construction Opportunities: The construction industry often provides stable employment for those with criminal records.
2. Try Transportation: With the proper licensing, jobs in the transportation sector such as truck driving can be an option.
3. Manufacturing Roles: The manufacturing sector often offers roles to individuals with a criminal past.
4. Consider Remote Work: Remote work allows for greater flexibility and can open up opportunities in diverse fields.
5. Freelance: Freelancing can provide control over your workload and schedule, and it spans across various fields like writing, programming, or marketing.

A Second Chance at Success

The path to reintegration may be steeped with obstacles, but as we’ve discussed, a wide array of jobs and careers are accessible for female felons.

The stigma associated with being a felon should not limit one’s potential to secure meaningful employment.

Employers are increasingly recognizing the value and potential of this overlooked talent pool, leading to a shift in perception and more inclusive hiring practices. Ultimately, with determination, resilience, and the right opportunities, female felons can redefine their lives and contribute positively to society.

FURTHER ADVICE

The best advice starts first and foremost with helping you cultivate an attitude that’s primed for success.

Exude confidence

Personality and passion can often compensate for lack of solid work history and lack of specific skills. An employer can teach you how to perform the necessary functions of your job, but they can’t teach you passion for the work. You must bring that to anything you do and you must be confident in your abilities at all times.

Think positively

Stay in the right frame of mind: you have to believe it in order to achieve it. Stay positive and believe that you have the ability to go beyond your current situation. You’ll face rejection because that’s a normal part of the job search process. You’re not alone. Everyone experiences rejection. Some people sulk, while others brush it off and carry on.

Banish negativity

Don’t let negativity hold you back from success. Surround yourself with positive people and don’t let your environment make you or bring you down. If you allow naysayers to fill your head with pessimism, you’ll find it very difficult to succeed. Keep positive thoughts at the top of your mind as you look to achieve your goals.

Promote yourself

Sell yourself with enthusiasm and specific facts. Focus on all of the things you are good at and make sure you portray them to others. Create your own sales pitch. Practice, practice, practice! The more you do, the easier it will be to do it in front of prospective employers. Learn about how to create your pitch HERE.

Reinvent yourself

Create a new outlook on your life and your career. Figure out what it is you want to do and what you’re passionate about. Research and know all about it. The goal is to make potential employers see what it is that you want to be and not what you used to be.

Since attitude alone isn’t enough to overcome the barriers of a felony conviction, we’ve put together a list of organizations in select states that focus specifically on working with individuals to secure employment upon release. We have no affiliation with these organizations; these are only provided as resources for you to pursue independently. Since everyone’s circumstance is different, we suggest that you check with multiple outlets to determine which might be best suited to assist with your needs. If your state isn’t listed here, contact your local government to find out more information about programs and services available to you in your area.

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