Salary Negotiations Research Articles

Local Governance, Pay Equity, and the Pandemic: Applying New York City Human Rights Law to Salary Negotiation

In the United States, equal pay is defined as a basic human right. Salary negotiation and other areas of the hiring process must also be structured within this human rights construct in order to fully achieve equality and its corresponding societal benefits. This Article applies New York City human rights law as a case study for how a local government may frame salary negotiation as a human right. In 2016, the New York City Council amended the body of its human rights law to add a ban on questions about salary history during the job interview process. This amendment has ignited debate about whether withholding information about past salary is helpful or harmful to job candidates. To create instead of hindering change, however, we should be asking—what additional mechanisms ensure that salary history ban legislation increases pay parity among different groups? Because of the impact salary has on a person’s life, well-being, and family, especially heightened for women, as evidenced during the coronavirus pandemic, this Article argues that the right to negotiate salary effectively and with transparency is a human right as plainly as the right to equal pay. This Article further urges local institutions and organizations to adopt this contextual view of the employment process. Especially now, in this global crisis of health, finance, and social justice, the right to equal pay is essential. The processes for accessing this basic human right must be equally considered.

ACS seeks career consultants

ACS is seeking volunteer career consultants to coach chemistry professionals on job search and career development skills, including résumé preparation, interviewing techniques, making a career transition, and salary negotiation. Applicants must be a current ACS member; have an accredited degree in chemistry or one of the chemical sciences or the equivalent experience (at least 2 years of work experience in the chemical sciences); and experience in job search or career changes; and be proficient with online communications and networking tools such LinkedIn. For more information or to submit an application, visit .

Gender and Salary Negotiation Initiation: An Experimental Study

We conducted an experiment to examine the gender difference in salary negotiation initiation. Using a unique design, we find that in a double-blind environment with no external social and economic costs, there is no gender difference in the likelihood of initiating salary negotiation. When participants are informed that they would need to reveal their identities when asking for a higher pay, fewer women initiated salary negotiation, and the effect on men is not significant. We further examined the effect of competition-based rule on the asking decision and found that men are more likely to initiate salary negotiation when salary increase is based on competition, and there is no impact on women. Lastly, social norms also discourage men to negotiate a higher pay if the payment is based on competition and they have to ask in public.

Gender-based Differences in Career Plans, Salary Expectations, and Business Preparedness Among Urology Residents

To characterize gender-related differences between the values and salary expectations of US urology residents. We analyzed 2016-2018 American Urological Association Census data regarding residents' demographics, motivations, and concerns. To explore gendered differences, we queried Census items related to demographics, values, and preparedness for the business of practice. Descriptive statistics and test of hypotheses were used for analysis. A total of 705 residents responded of whom 196 (28%) were female. More than half of residents (54%) reported educational debt >$150,000. Factors influencing choice of practice setting included lifestyle (87%), compensation (82%), and location (78%) and was not significantly different between males and females. There were also no differences regarding planned practice setting. However, women had significantly lower first year salary expectations; 53% expected to make <$300,000, compared with only 32% of men (P <.001). Finally, significantly more women reported feeling unprepared to handle the business of urology practice, including salary negotiation, (74% vs 53%, P <.001). Among a nationally representative sample of urology residents, women had significantly lower salary expectations and expressed significantly more discomfort with the business aspects of medicine, including contract negotiation, than their male counterparts. These observational findings may contribute to and potentially perpetuate the urology wage gap.

Determination of the Fair Market Value of Oncology Advanced Practitioners.

It is essential for the advanced practitioner to have an understanding of how fair market value is determined by employers in order to successfully negotiate a compensation package or salary raise. However, because of the compliance and regulatory environment, determining fair market value is never simple. In addition, potential variances in compensation reported in national surveys and other factors can affect fair market value. This article defines fair market value and discusses the factors that go into determining it to aid the oncology advanced practitioner in preparing for salary negotiations.

Negotiating Salary &amp; Benefits (Book Chapter)

This book chapter identifies best practices for salary negotiation for early career law librarians.

The art of salary negotiations

I remember the first time I got an offer for a position in the pharmaceutical industry. I was so blown away by the salary ($36,000—what an incredible offer!) that I didn’t think about anything else. I’ve often kicked myself for not recognizing that there was money left on the table. I didn’t have the experience to realize that I could have gotten a higher salary, or perhaps a few more vacation days, if I had simply asked for it. My exposure to the working world was limited to academic and government laboratory summer positions, where being paid was more of an afterthought. The concept of negotiating was completely foreign to me. When do we learn to negotiate? It often starts in childhood, when we test the boundaries of our parents’ rules, negotiating how late we can stay up after our usual bedtime and how much of our homework we have

Bargain and its Impact

Bargain/negotiation is something which is commonly used in the corporate world. Bargaining is an indispensable part of hiring process and is generally termed as salary negotiation but ideally negotiations take place for many other factors other than compensation viz: designation, profile, KRA’s and so on. The word Bargain is defined as, ‘to boil down to common consensus or to such an output which would be advantageous for both the parties (In this case talent &amp; employer).’ In such a competitive world where the aspirant struggles to find an opportunity, and employers are in dire need of best talent, bargain plays an significant role in hiring process.

Career Goals, Salary Expectations, and Salary Negotiation Among Male and Female General Surgery Residents

In general surgery, women earn less money and hold fewer leadership positions compared with their male counterparts. To assess whether differences exist between the perspectives of male and female general surgery residents on future career goals, salary expectations, and salary negotiation that may contribute to disparity later in their careers. This study was based on an anonymous and voluntary survey sent to 19 US general surgery programs. A total of 606 categorical residents at general surgery programs across the United States received the survey. Data were collected from August through September 2017 and analyzed from September through December 2017. Comparison of responses between men and women to detect any differences in career goals, salary expectation, and perspectives toward salary negotiation at a resident level. A total of 427 residents (70.3%) responded, and 407 responses (230 male [58.5%]; mean age, 30.0 years [95% CI, 29.8-30.4 years]) were complete. When asked about salary expectation, female residents had lower expectations compared with men in minimum starting salary ($249 502 [95% CI, $236 815-$262 190] vs $267 700 [95% CI, $258 964-$276 437]; P = .003) and in ideal starting salary ($334 709 [95% CI, $318 431-$350 987] vs $364 663 [95% CI, $351 612-$377 715]; P < .001). Women also had less favorable opinions about salary negotiation. They were less likely to believe they had the tools to negotiate (33 of 177 [18.6%] vs 73 of 230 [31.7%]; P = .03) and were less likely to pursue other job offers as an aid in negotiating a higher salary (124 of 177 [70.1%] vs 190 of 230 [82.6%]; P = .01). Female residents were also less likely to be married (61 of 177 [34.5%] vs 116 of 230 [50.4%]; P = .001), were less likely to have children (25 of 177 [14.1%] vs 57 of 230 [24.8%]; P = .008), and believed they would have more responsibility at home than their significant other (77 of 177 [43.5%] vs 35 of 230 [15.2%]; P < .001). Men and women anticipated working the same number of hours, expected to retire at the same age, and had similar interest in holding leadership positions, having academic careers, and pursuing research. This study found no difference in overall career goals between male and female residents; however, female residents' salary expectations were lower, and they viewed salary negotiation less favorably. Given the current gender disparities in salary and leadership within surgery, strategies are needed to help remedy this inequity.

Using Automated Agents to Teach Negotiation

Negotiation is an integral part of our daily lives regardless of occupation. Although ubiquitous to our experience, we are never taught to negotiate. This lack of training presents many consequences from unfair salary negotiation to geopolitical ramification. The ability to resolve conflicts and negotiate is becoming more critical due to the rise of automated systems which look to replace various repetitive task jobs. In hopes of improving human negotiation skills, my work seeks to develop automated negotiation agents capable of providing personalized feedback. In this paper, I provide an overview of my past , current, and future work.

Gender gaps in salary negotiations: Salary requests and starting salaries in the field

This paper provides new evidence of gender gaps in negotiation behavior and in subsequent outcomes from a unique large sample of high-stakes salary negotiations between recent college graduates and prospective employers. Although females state salary requests to a larger extent than males do, they ask for lower salaries, and are offered lower starting salaries also for the same request. These gender gaps are small, yet noteworthy considering the homogeneity of the sample. Notably, the study highlights the importance of negotiation behavior as accounting for females stating lower salary requests largely reduced or even closed the gender pay gap in subsequent starting salaries.

Bargaining while Black: The role of race in salary negotiations.

The influence of race in negotiations has remained relatively underexplored. Across three studies, we theorize and find that Black job seekers are expected to negotiate less than their White counterparts and are penalized in negotiations with lower salary outcomes when this expectation is violated; especially when they negotiate with an evaluator who is more racially biased (i.e., higher in social dominance orientation). Specifically, on the basis of the prescriptive stereotype held by those higher in racial bias-that Black (as compared to White) negotiators deserve lower salaries-we predicted that Black negotiators who behave in counterstereotypical ways encounter greater resistance and more unfavorable outcomes from more biased evaluators. We tested this argument in a stepwise fashion: In Study 1, we found that more biased evaluators expect Black job seekers to negotiate less as compared to White job seekers. When Black negotiators violate those expectations, evaluators award them lower starting salaries (Study 2), which appears to occur because evaluators become more resistant to making concessions to Black than to White job seekers (Study 3). Collectively, our findings demonstrate that racially biased perceptual distortions can be used to justify the provision of smaller monetary awards for Black job seekers in negotiations. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Predicting individual-level income from Facebook profiles.

Information about a person’s income can be useful in several business-related contexts, such as personalized advertising or salary negotiations. However, many people consider this information private and are reluctant to share it. In this paper, we show that income is predictable from the digital footprints people leave on Facebook. Applying an established machine learning method to an income-representative sample of 2,623 U.S. Americans, we found that (i) Facebook Likes and Status Updates alone predicted a person’s income with an accuracy of up to r = 0.43, and (ii) Facebook Likes and Status Updates added incremental predictive power above and beyond a range of socio-demographic variables (ΔR2 = 6–16%, with a correlation of up to r = 0.49). Our findings highlight both opportunities for businesses and legitimate privacy concerns that such prediction models pose to individuals and society when applied without individual consent.

Avoid These Salary Negotiation Slip‐Ups

Nonprofit Communications ReportVolume 17, Issue 3 p. 7-7 Articles Avoid These Salary Negotiation Slip-Ups First published: 11 February 2019 https://doi.org/10.1002/npcr.31151Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Volume17, Issue3March 2019Pages 7-7 RelatedInformation

Salary Inequity and Me: A Personal Reflection.

Salary Inequity and Me: A Personal Reflection Preeti R. John I stumbled upon the fact that I was the lowest paid surgeon in the department. I am triple board certified in general surgery, critical care, and hospice & palliative medicine. Nine years into my job as an attending surgeon, after some coaxing from a colleague, I decided to compare my salary to that of general surgery colleagues working at the same facility (all of whom, at the time, were men with children). During the years that I worked as an attending surgeon, I assumed I earned an appropriate and comparable salary for my work, and never gave my income much thought. This same (male) colleague informed me about a website that allows one to search salaries of government employees by name. When I first looked at this website in 2017, I was practicing general surgery and critical care. I discovered that my colleagues who were practicing only general surgery, who were board certified in only one specialty, and who joined the facility after I did, all earned significantly more than me—by a wide margin. There was a $20,000 salary gap between me and the lowest paid surgeon in our group of five general surgeons, and a $125,000 salary gap between me and the highest paid surgeon in our group, who also had a leadership role. When I asked my surgeon colleague if the salary listed for him on that website was correct, he noted that the information was two years old and that it did not reflect his recent pay raise! The salary discrepancy took me by surprise. Ultimately, feelings of disbelief gave way to anger. A $20K gap is significant, especially considering the loss in retirement earnings alone. The sheer unfairness angered me. I worked hard as an intensivist and functioned as director of the surgical ICU. I led an array of quality improvement initiatives over the years and worked with different clinical departments and divisions to make significant system-based improvements. I launched surgery morbidity and mortality conferences. I published a surgery handbook/guide for residents and faculty. I helped create electronic order-sets and protocols. I strove to improve the care provided for patients in the ICU and obtained approval from hospital leadership to hire more ICU personnel (nurse practitioners) to provide night-time coverage and dedicated care for the sickest patients. So why was I toiling under a wide pay gap? This was the first job I had accepted after completion of fellowship training. At the time, I knew nothing about salary negotiation. This topic never once came up during residency or fellowship training, despite the fact that it has the potential to greatly impact a person’s life. Though I had read about salary inequity issues affecting women in various fields, it never occurred to me that I would be among those afflicted with unfair payment practices. Like many women, I was grateful for my job and the security it brought. For nine years, blissfully unaware of being paid less than my colleagues, I went to work each day, bringing my best self to the task at hand—providing care for patients. Some physician colleagues might roll their eyes and say “put on your big girl pants,” or “men who negotiate deserve to be paid more,” or “women should not whine—if you work less, you will be paid less.” But women who work equal hours and who are equally or more productive than their male colleagues ought to be rewarded by salary parity. However, there is much evidence in the published literature to the contrary—women often get paid less for doing the same jobs as male colleagues. My book ‘Being a Woman Surgeon—Sixty Women Share Their Stories’ published in 2015, comprises personal stories and revelations by [End Page E12] women in surgery. Leaders in the field wrote that they were shocked to find inexcusable salary discrepancies between men and women when they became department chairs. One even described how men in her department regularly asked for salary increases, whereas the women in her department never raised the issue. Despite knowing this, however, it never occurred to me to compare my...

Bad Losers? Bad Winners? The (Adverse) Consequences of Competing Against Peers

Competitive rewards are often assigned on a regular basis, e.g., in annual salary negotiations or employee-of-the-month schemes. In many settings, this implies that the quality of the competitor varies with earlier outcomes. Using a real-effort experiment, we examine how dishonesty and effort evolve in two rounds of competitions in which subjects are matched with different types of competitors in the second round (random/based on first round outcome). We find that (i) first round losers increase cheating in the second round while winners tend to reduce cheating. (ii) Individuals do not anticipate the possibility of a more difficult opponent. In line with expectations, winners increase reported points (sum of effort and cheating) when competing against another winner. This cannot be ascribed to an increase in cheating or effort alone.

Working industrially or professionally? What strategies should teacher unions use to improve teacher salaries in neoliberal times?

ABSTRACT In recent decades, governments across Western democracies have endeavoured to inject neoliberal, market-inspired ideology into public education policy; reorganise teachers’ work and conditions and undermine the collective strength of the organisations representing teachers’ interests. Within this context, teachers’ salaries have been subject to particular scrutiny by governments. In the Australian state of New South Wales, successive governments have utilised adversarial tactics during salary negotiations, placed legislative restrictions on wages growth and imposed limitations on union activities which have been aimed at improving teachers’ salaries. This paper examines the response of the NSW Teachers’ Federation to neoliberal imperatives on teacher salaries since the 1980s. To investigate this issue, this study incorporates extensive documentary analysis and in-depth interviews with NSWTF officials and members as well as senior government leaders and departmental officials. Through analysing key salaries disputes from the 1980s to the present, this paper problematises the effectiveness of industrial approaches to unionism, explores renewed strategies to achieve salary increases for teachers and contributes broadly to union renewal debates on how teacher unions can act strategically to protect and advance conditions using professional agendas.

Związki zawodowe a rynek pracy w Unii Europejskiej

The aim of this study is to present the opportunities for trade unions to influence the labor market in the EU. The economic crisis in the EU has affected its labor markets to varying degrees. In the analysis of selected examples it can be clearly seen that the countries that have survived the crisis in the labor market better are those where the labor market is flexible, i.e. where, although people can easily lose one job, they are relatively likely to find another. EU states undertake to make labor relations more flexible, to further diversify employment forms, or to move salary negotiations to lower levels, thus eliminating state intervention in labor markets. Local EU labor markets have become a part of a supranational system of free flow of workers. European integration has generated common problems in the labor market, where trade unions need to undertake joint efforts to increase the flexibility, mobility and efficiency of the labor force, to improve labor market programs and provide for more efficient collaboration of social partners. This also follows from the protective function trade unions are supposed to play in the unified European market, and from an attempt to solve the issue of whether the expansion of trade union activity to the European level is effective in looking for compromise on the labor market.

Career Goals, Salary Expectations, and Salary Negotiation: A Comparison Between Male and Female General Surgery Residents

Career Goals, Salary Expectations, and Salary Negotiation: A Comparison Between Male and Female General Surgery Residents

Commentaries on health services research

Commentaries on health services research