How Culturally Various Women Can Confidently Ask For A Pay Rise


Asking for a pay rise if you’re a CALD girl typically doesn’t come naturally – whether or not it’s as a result of cultural norms from our upbringings encouraging us to be glad about the alternatives we get, or just as a result of concern of rejection.

Sadly, analysis has proven that women from CALD backgrounds are most certainly to not ask for a promotion and better pay as they consider that their laborious work will finally deliver these issues.

This is likely one of the elements that sees CALD women take longer to climb the management ladder, impacting their wage development and due to this fact rising the pay hole between themselves and their Anglo Saxon counterparts. This additionally has a adverse impression on their retirement funds.

It’s a bleak image, however there are issues you are able to do to fight this reminiscent of talking up and asking for that pay rise you deserve. Listed here are 5 key steps to empower your self within the course of.

Realise your price

In response to latest statistics from the College of Sydney, of the 230 culturally various women they surveyed, 88% deliberate to advance to a really senior function, but solely 10% strongly agreed their management traits have been recognised, or that their opinions have been valued or revered.

As a culturally various girl, being a part of a double minority means there are extra obstacles to navigate in acquiring better-paid, increased positions and rising to the highest of your career. 

Subsequently it’s actually necessary to know your price. Arm your self with information and discover out what others in an identical function to yours are getting paid. Ask round and analysis on-line. Use your qualifications and expertise to benchmark what you need to be incomes. 

It’s very important to be savvy available on the market price, so you may perceive how way more you need to be incomes to your contributions.

Showcase what you’ve achieved prior to now

Subsequent, begin to put collectively a robust case for what you’ve achieved for the organisation. Spotlight the place you may have been proactive and exceeded expectations.

The important thing right here is to indicate your self as indispensable in including worth to the corporate – whether or not that is exceeding gross sales outcomes, securing main new enterprise purchasers or main a workforce on an award-winning marketing campaign.

Keep in mind to be upfront about your achievements – your supervisor isn’t going to recollect the whole lot you’ve finished. 

To have the ability to negotiate together with your boss on the pay rise you deserve, you need to push previous feeling uncomfortable. It could really feel as if you’re chest thumping about how nice you’re, however you want to converse up and again your self!

Embrace your racial and gender-based variety

Being ‘completely different’ within the office has typically been shrouded in silence, even perhaps disgrace. 

Unconscious gender bias implies that as women, many people are conditioned in the direction of people-pleasing behaviours and a concern of being seen as ‘defiant’, handed onto us from externally-created social norms. These are sometimes exacerbated when coming from a various racial background, as emotions of inadequacy in being ‘completely different’ can typically lead us to submission.

Nonetheless, it’s necessary that you just don’t merely mix in. Being of Zambian heritage and dealing in Australia, I usually stick out in each company surroundings I’ve been in. Up to now, I’ve tried actually laborious to not be the odd one out.

Making an attempt to be invisible in any respect prices dulled the pure gentle I shone. Once I began to embrace my a number of identities as an African Australian, I used to be capable of name out that I’m completely different – and to not feel sorry about it. 

By whole-heartedly embracing what makes you ‘Different’, you can begin to personal who you’re and realise your home within the company world. Being completely different doesn’t imply being ‘unhealthy’.

Discover a sponsor who can vouch to your work

Having a senior colleague or two to vouch to your work is vital in negotiating the next wage and navigating unconscious gender and racial biases in your organisation.

The standard of your relationships you create within the office could have a big impact on the development of your profession. 

So it’s necessary to ally with colleagues early on. Open up to them about your objective and ask them for his or her assist. Having a real relationship will encourage them to be open to serving to you down the observe.


Enlist somebody you belief and practise at house with them till you are feeling actually snug.  

Being assertive in your strategy is vital right here. Keep in mind it is a enterprise negotiation, so stick with outlining the enterprise case for why you deserve a increase. Rehearse till you’ve bought what you need to say right down to a tee. 

Be direct and agency, take your notes to the assembly so that you bear in mind to the touch on all of your factors.

It could take a while to nail the tone and actual language, however belief me – you’ll be glad you spent on a regular basis to get this proper in the long run!

In conclusion, asking for a pay rise may be unnerving, particularly because of cultural conditioning and our deeply ingrained behaviours. Nonetheless, by utilizing the following tips and getting into and absolutely embracing your Otherness, you can begin to achieve the arrogance to step up for your self and ask for that pay rise you deserve.

About Mayase Jere

Mayase is a Senior Guide for ThoughtWorks, a worldwide know-how consultancy. She specialises in Agile software program supply, Agile workforce improvement/teaching and product pondering. She leads distributed groups throughout Australia, UK, China, and India.
Her ardour is in making schooling accessible to each little one and rising the participation of women in Science, Know-how, Engineering and Arithmetic (STEM). By way of her platform “The Artwork of Otherness” she amplifies conversations on variety and inclusion within the office.



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