Negotiating salary is still a taboo for almost half of women, according to Indeed research on perceptions of Canadian women in the workplace. But eight times out of ten, those who dare win.
Alexandra Garon is one of those who had the audacity to ask for a salary adjustment, because she felt that her work performance and her experience justified it.
“It wasn’t stressful for me to ask for a salary that matched my skills,” says the 29-year-old.
At first, what she asked for was not fully accepted. She never intended to leave her employer so far, because she appreciates it. But, wanting to measure her real value in the market, she applied for another job, in another organization.
Faced with what was offered to her, she continued the discussion with her employer and within 24 hours, he gave her the raise she wanted.
“I’m lucky to work in a company that listens. My sense of belonging is strong, I feel recognized for what I do and I’m happy now,” she says.
Go elsewhere if necessary
Corinne Tremblay*, 30, was approached by a headhunter and offered a position that paid $15,000 more per year. At this time, she discovered that she was underpaid by her employer. The latter did not want to offer him even two-thirds of this sum; she therefore opted for the new job.
“Don’t be afraid to ask. The worst that can happen is a refusal and then you can always change jobs, ”says the one who evolves in the insurance sector.
The shortage of manpower… it helps!
Pay equity is a dream that will take 50 years to achieve according to two-thirds of Canadian women, but the labor shortage might promote progress.
“With unemployment at 3.9%, the ball is in the court of job seekers and it’s a good time to have the conversation and keep moving forward,” said Stepan Arman, spokesperson for Indeed. .
According to research, three out of four women want transparency on pay, promotions and rewards, which would help achieve fairness.
“The obstacles to transparency are that employers want flexibility to be able to negotiate according to experience, but by giving a range of salaries in job offers, that leaves room for manoeuvre,” considers Mr. Arman.
Of the job postings published by Indeed in Quebec, 68% contained compensation information in 2022, an increase of 7% compared to 2021.
“If you don’t feel fully recognized at your fair value, you have to ask for an adjustment,” concludes Joanie Lemieux, who received the desired increase at the start of the year in the banking sector.
* Fictitious name, she prefers to remain anonymous
Pay equity, a law born of female solidarity
If young women today dare to ask to be paid their fair value, it is also thanks to the advances of previous generations. In Quebec, the Pay Equity Act, a legacy of former PQ minister Louise Harel, will turn 27 next summer and it took the full solidarity of elected women to have it adopted in the National Assembly.
“All the women got behind Louise Harel, regardless of allegiance. We were in the minority, but we decided that this law was going to pass. And when women stand together, there’s not much to stop them! “recalls Liza Frulla, then Liberal MP, who still sees this moment as the most beautiful movement of solidarity between elected officials.
strong opposition
The voices of opposition were numerous in economic circles, including among minister colleagues who were linked to this sector.
“The Conseil du patronat du Québec and many other players said that it was going to cost far too much,” says the woman who now heads the Institut de tourisme et d’hôtellerie du Québec.
The law was applied gradually to allow time to analyze the tasks and responsibilities of various positions and arrive at giving fair wages in jobs traditionally held by women.
“Women, we are still often in the attitude of proving what we are worth, while men immediately say ‘here is what I am worth'”, observes Ms.me Blend.
The Pay Equity Act has set guidelines to help women be recognized at their fair value.
