Take action for gender inclusion in the workplace.
Despite being better educated overall, women aged 25-64, with a degree in Ireland earn 28% less than their male counterparts. (OECD). In the 2019 workplace 39% of women report experiencing discrimination. 1/3 indicate the discrimination was gender-based (CSO 2019). Globally based on current trends, it will take 257 years to close the gender gap in economic opportunity (UN 2020).
In the workplace, the most common form of discrimination is gender-based.
When negotiating women face significant backlash that men do not: It’s not just about confidence and skill. This evidence-based workshop equips women to take action as we move towards closing the gender gap in workplace negotiations.
– less qualified, less experienced, unproven in our industry and company, male with polished CV, paid €10k more than his female peer –
“It became apparent that he was incompetent. Nothing happened until I approached my boss and we eventually came to a new agreement on responsibilities and salary. I did not like that I had to force their hand and I left a few months later. The relationship was soured in my eyes by the fact that I had to force their hand by complaining and, when the promised remedy wasn’t forthcoming, actually resign before they made me an new offer. [It] still makes me mad to think of it! “Irish Female Operations Manager, eCommerce Industry
For both women and men promotions are a bigger concern than pay. And what do we typically do when experiencing discrimination? Nothing.
More Women Are Asking But It Can Hurt…….
Well-publicised research informed us that ‘women don’t ask’ (Babcock and Laschever, 2007). More recently research indicates that women are well equipped to negotiate on behalf of others (“other-advocacy”), and that more women are asking. Unfortunately, negotiating for themselves is laden with pitfalls, pitfalls that men don’t face.
Women are more likely to be unsuccessful when negotiation for pay and promotion, and may incur penalties. Penalties include being perceived as overly demanding and insufficiently nice. In short, it can hurt to ask.
“What I want to know is; how to negotiate without burning any bridges.”Professional Woman, Technology Industry, Dublin
Women Negotiating For Themselves
An Evidence-Based Approach
More optimistically a focus that considers individual goals, explores hesitancy and a focus on self-efficacy improves success. The Gendelity evidence-based approach addresses the challenges in a safe environment to equip women to advocate for themselves and ask effectively.
Talented women often walk out the door when they discover that they’ve been treated inequitably.Linda Babcock
As a social enterprise, Gendelity does not seek to make a profit. The cost of operating this non-profit workshop is covered by participants ticket purchase and your sponsorship. Here’s an opportunity for your organization to take action for gender equality.
Partner with Gendelity to:
- Associate your organization with action for workplace gender inclusion.
- Enable women to advocate for themselves effectively.
- Support the development of negotiation skills within your organization.
- Empower women as they seek to understand their worth in the workplace.
Learn more about the => salary negotiation workshops here
What Does Sponsorship Support?
Operational Workshop Expenses including:
- Sponsoring Participants
- Workshop Printing – each participant works with their own workbook
- Workshop Facilitation
- Workshop Awareness
- Audio-Visual Support
- Catering – people work better when neither tired nor hungry (for on-site / in-person workshop).
Many organisations include gender equality in their mission statement or on job descriptions. Go beyond words with action.
To sponsor salary negotiation workshops => contact us here.