Salary Negotiation Workshop
Lori Moran (left), director of The University of Scranton’s Center for Career Development, and Melissa Abda, a senior human resource generalist at the University’s Office of Human Resources, speak at a Salary Negotiation Workshop held on campus in March. The event was part of The University of Scranton’s “Celebrating Women: 50th Anniversary of Coeducation” and Women’s History Month programming.As part of events planned for The University of Scranton’s “Celebrating Women: 50th Anniversary of Coeducation” and Women’s History Month, the University’s Career Development Office, Human Resources Office and the Jane Kopas Women’s Center hosted a Salary Negotiation Workshop aimed at helping women overcome the wage gap by teaching students how to properly advocate for themselves in their careers. Lori Moran, director of the University’s Center for Career Development, and Melissa Abda, a senior human resource generalist at the University’s Office of Human Resources, hosted the event.
Moran and Abda began by displaying data that demonstrate women really are paid less even when working the same job, for the same number of hours as a male counterpart. In fact, Moran and Abda explained that this gendered pay discrepancy begins as soon as college graduation for women who do not negotiate their salaries. The wage gap, caused by factors including labor market discrimination and apprehension by women to negotiate pay, slowly grows over the course of women’s careers, culminating in a loss of $2 million for individual women by age 60.
The presenters encouraged the workshop attendees to combat this gendered discrepancy in pay by demonstrating how to determine one’s target salary, making sure to take into account one’s education, strengths and experiences, as well as market research and the median salary for the desired position within the specific geographical area. To determine the median salary for one’s desired job, Moran and Abda specifically recommended utilizing websites like salary.com and payscale.com, since both provide employer-reported data.
Moran and Abda explained what to do once one has received an offer. They advised attendees to examine the whole compensation package (including benefit plans, paid time off, bonuses, opportunities for advancement, retirement plans, etc.) and to not focus singularly on the salary. After taking time to think about the offer, attendees were taught to suggest a higher salary if their research indicated that they deserve higher compensation. If employers cannot provide the salary a potential employee deserves, Moran and Abda suggested that the potential employee should seek their appropriate compensation through other means such as reimbursement for relocation expenses, increased benefits, or a salary increase following a preliminary evaluation period. However, the presenters also advised that each attendee should know at what point they must walk away from an offer if, for instance, an organization cannot provide an appropriate salary due to budgetary restrictions. Moran emphasized the importance of only accepting a salary that will cover one’s cost of living.
The presenters closed the program encouraging the attendees to practice articulating why they would deserve a larger salary. Abda underscored the importance of practice saying, “practice is key so you can come across as confident.” After the workshop’s completion, the presenters roleplayed a salary negotiation to apply the workshop’s lessons, and then opened the floor for questions.
The University’s Spring 2023 Career Expo is set for Thursday, March 30, from noon to 3 p.m. in the Byron Recreation Complex.
