Pretty Please
Although I really do try to keep my work life separate from my blog life, I wanted to weigh in on an interesting article by Tara Siegel Bernard in today’s New York Times, “A Toolkit for Women Seeking a Raise.”
I’ve never asked for a pay raise. This reflects well on my employer, who I have always believed to be both generous and tolerant. But it is also apparently typical of women, even more typical (I fear) of women of my age and and generation (middle/end of baby boom, beginning of feminism).
On the other hand, I am someone who, years before it was fashionable, negotiated flexible work arrangements due to the different pulls of child care, creative life and work life.
I’m not sure if these factors truly equip me to comment on the article, but here I go:
Two things jump out at me: first, a new study conducted at Harvard’s Kennedy School of Government, which found that women “need to take a different approach” than men to requesting pay raises, an approach which is “more nuanced” and “avoids undermining their relationship with their boss.”
As Hannah Riley Bowles, an associate professor at Kennedy says, “we have found that if a man and a woman both attempt to negotiate for higher pay, people find a women who does this, compared to one who does not, significantly less attractive…. Whereas with the guy, it doesn’t seem to matter.”
Sorry, but, DUH!
Anyone who has followed Hillary Clinton’s political career knows how difficult it is for women to assert themselves in our culture and still be considered very likeable, (as opposed to “likeable enough”.)
The range of what is considered attractive, both on a physical and a behavioral level, is simply narrower for women than men. This range does not allow women much leeway for self-assertion.
What Professor Bowles seems to say, in fact, is that in order to negotiate a pay raise and keep a boss’s good opinion, a woman needs to grit her teeth (but not visibly), and please.
To give Professor Bowles credit, her advice is based in pragmatism. Still, there’s something awful about it.
Another point of the article that struck me discussed women’s negotiations on child care issues. Bernard here cites Paula Hogan, a Milwaukee based financial planner, who tells women to take responsibility for a need to be with children. As Ms. Hogan points out, most companies are not going to say, “Gosh, I notice you have three kids now. Would you like Tuesdays off?” Women need to think through what they want and then ask for it.
Of course, Ms. Hogan is right. One additional piece of advice I would offer is that once you figure out a solution, and (if you are lucky), get your employer’s agreement, then you need to grit your teeth again, and stick to your agreement.
I cannot overemphasize the “gritting your teeth” part of this equation. The fact is that employers may be fair-minded enough to agree to a certain amount of flexibility—but that doesn’t mean that they will be thrilled by your late arrival (because you took your kids to school), or assist you in meeting an early departure (so you can pick up your kids at school). Nor will your employer feel particular sympathy for the fact that, even with the flex-time, you are still gasping for breath.
As a result, in order to keep this kind of split arrangement going you may have to give up on some of the pleasing, and just take the agreed flexibility.
One further piece of advice: once you do leave the office, be very very sure that when you are with your child to enjoy that walk (or drive) home from school.
Recent Comments