MONEY Oscars

Patricia Arquette Wants You to Get a Raise — Here’s How to Make It Happen

The Oscar winner gave a shout-out to American women—and called for fair pay regardless of sex.

An exciting moment for many Oscar viewers on Sunday was Patricia Arquette’s Best Supporting Actress acceptance speech for her role as the protagonist’s mother in the film Boyhood.

“To every woman who gave birth, to every taxpayer and citizen of this nation, we have fought for everybody else’s equal rights,” Arquette said. “It is our time to have wage equality once and for all, and equal rights for women in the United States of America!”

Those words, which drew cheers from fellow actresses Meryl Streep and Jennifer Lopez, reflect growing tensions in Hollywood over the way women in the industry are represented and compensated. Not only do actresses have fewer roles available to them than men—only 30% of speaking characters—but they are paid less across the board. Even Academy Award-winning women face a huge pay gap: They get an extra $500,000 on average tacked on to their salary after winning an Oscar, compared with a $3.9 million bump for men.

Of course, pay discrimination is not limited to La-La Land. Women still make only 78¢ for every dollar a man makes, the Census reports, and that’s true across all wage levels, for everyone from truck drivers to top executives.

If you’re frustrated by your salary (or the pay earned by a woman in your life) and Arquette’s words resonated with you, here are some ways to change things right now.

1. Talk to a man whose job you want

A recent study found that women tend to express satisfaction with low pay because they compare themselves with female peers, and therefore never get a full picture of how underpaid they are relative to men.

Finding a male mentor in a position a notch or three above you can be a huge asset for many reasons, but one of the biggest is that he can give you an unbiased idea of what salary you should be asking for when you seek a promotion or new job.

2. Don’t say “yes” without making a counteroffer

Whether because of social expectations or a hesitation to appear too aggressive (a fear that is not unfounded given proven workplace biases), women are less likely to negotiate than men. One study revealed that only 31% of women countered the salary offer for their first job after grad school, versus 50% of men.

When you are asking for a raise or naming your salary expectations for a new job, it helps to come prepared. You’ll want to be ready with a clear description of your successes and how you have added value in your current position. And you should have an exact dollar figure in mind; research shows negotiating with a specific number makes you sound more authoritative than using a ballpark one.

If you get a resounding “no,” don’t just give up: Consider asking for a one-time bonus instead.

3. Become a mentor

It’s obvious advice to seek out strong mentors to get ahead at work. But taking subordinates under your wing can be just as effective for increasing your status.

Wharton professor Adam Grant has shown that women and men alike tend to be most successful when they balance both giving and taking at work. And women in particular can get a leg up as negotiators when they are in a mentor position, Grant found.

When the higher ups see you as a person who gives a lot and supports the people around you, it’s easier for you to take a little back—in the form of higher pay.

 

MONEY Hollywood

The Big Dollar Figures Behind Hollywood’s Biggest Night

Oscar statues on stage at Academy Awards
Adam Taylor—ABC via Getty Images

At this Sunday's Academy Awards, all the glitz and glamour of Hollywood will be on display—at a price, of course.

The 87th Academy Awards, being held on February 22, is heavy on film nominees that were made on (relatively) small budgets, with (relatively) meager box office grosses to match. Even so, like any Oscars, a small fortune will be spent on the buildup to this year’s awards ceremony, as well as the big night itself.

Here’s a breakdown of some of the big and small dollar amounts—OK, mostly BIG—behind the Academy Awards.

1: Number of 2015 Best Picture nominees to earn more than $100 million at the box office, in what’s shaping up as an especially blockbuster-light Oscars ceremony. Clint Eastwood’s war drama American Sniper walks away with the honor, but it hardly compares to Avatar, which earned a whopping $2.8 billion in 2010, the highest on record for any BP nominee. Ironically, Avatar lost out to The Hurt Locker, which is the lowest-grossing movie to win Best Picture, pulling in only $14.7 million at the box office before the awards.

$400: The surprisingly low estimate for what one of the Oscar statuettes is actually worth. Mind you, an Oscar isn’t solid gold but is merely gold-plated. Besides, the real value comes with the name connected to the statue: Joan Crawford’s only Oscar, which she received for her performance in Mildred Pierce, sold at auction for $426,732 in 2012, while Orson Welles’ Best Screenplay Oscar for Citizen Kane sold for $861,542 at auction in 2011.

$25,000 – $30,000: The cost of the much-hyped 16,500-square-foot red carpet that Hollywood stars stroll down before the Oscars, according to Red Carpet Systems in Los Angeles. (Installation’s included in the figure.)

$85,000: The per-ticket price scalpers were trying to command by selling seats to the awards show in 2008. Since attendees sign a contract that prohibits them from selling or even giving away their seats, scalped Oscar tickets are all but unheard of today.

$125,000: The value of the swag bag given to Academy Award nominees in 2015. Besides lavish vacations and accessories, this year’s bag includes a $20,000 gift certificate to have Olessia Kantor, the founder of Enigma Life, meet with the nominees to discuss their 2015 horoscopes, analyze their dreams and teach them… mind control techniques.

$500,000 vs. $3.9 million: Hollywood agents estimate that winning an Oscar results in a pay increase of about 20% for the performer’s next project. However, much like in the real world, there’s reportedly a notable gender wage gap. Actors can expect a $3.9 million increase, on average, while actresses may only take home an extra $500,000.

$1.9 million: The cost of a 30-second commercial airing during this year’s TV broadcast of the awards ceremony.

$3 million: The average bump in earnings at the box office for an Oscar-winning film. It’s impressive, but nothing compared to the Golden Globes, where a win can supposedly help pull in an extra $14.2 million in ticket sales.

$18.1 million: The cost of Cate Blanchett’s ensemble at the 2014 Oscars, the most expensive of the night. Her Armani Prive gown was valued at $100,000, while Blanchett wore some $18 million worth of jewelry. More “normal” designer gowns worn at the Oscars run anywhere from $5,000 to $15,000, and celebrity stylist Phillip Bloch estimates that jewelry completing the outfit can easily hit $750,000.

$100 million+: The amount spent collectively by Hollywood for the purpose of campaigning for Oscars during awards season. Studios often pay Academy PR consultants $10,000 to $15,000 to run their campaigns; in 2013, Harvey Weinstein actually hired President Obama’s former deputy campaign manager to push Silver Linings Playbook. Meanwhile, the going rate to advertise your film in the Hollywood Reporter during Oscar season is $72,000. It all adds up, and the average campaign for a Best Picture winner costs $10 million on its own.

$130 million: Filmmakers and Hollywood stars aren’t the only winners during the Oscars. Greater Los Angeles is the beneficiary of an economic boost of $130 million thanks to increased spending on everything from florists to limo drivers.

$1 billion: The estimated value, in terms of equivalent advertising dollars, of Ellen DeGeneres’ famous A-list selfie taken during the 2014 Academy Awards.

MONEY salary negotiation

The Single Best Thing Women Can Do to Bust through the Glass Ceiling

female and male coworkers holding up signs, female's reads -50% and male's reads 150%
Sarina Finkelstein (photo illustration)—Getty Images (2)

Talk to a guy before you name your number in salary negotiations.

This is the fifth in a series of six posts on salary negotiation published in partnership with PayScale.com.

The latest Census data shows that women earn 78 cents for every dollar earned by our male counterparts. You’d think we’d be livid.

But in fact, while many of us are angry about this inequity in a general sense, several studies have shown that women are not all that upset about being underpaid on an individual basis. The research shows that women report the same levels of satisfaction with pay as their better-paid male colleagues, even when controlled for occupation and position in the food chain.

Academics call this (frankly depressing) phenomenon “the paradox of the contented female worker.”

Those in the ivory tower have been attempting to explain this since social psychologist Faye Crosby coined the term some 40 years ago. But one recent study of Texas attorneys published in the Employee Responsibilities and Rights Journal offers a plausible—and interesting—explanation.

Survey participants tended to base satisfaction with their salaries on the salaries of those people who were similar and proximate, says the study’s author H. Kristl Davison, an assistant professor of management at the University of Mississippi. “So essentially what happens,” she says, “is that women choose other women who are also lower paid as references and then end up with a lower sense of entitlement to more money.”

In other words, we are undervaluing our work because other women are undervaluing their work. And so the vicious underpayment cycle continues…

So how do you break that cycle, at least where your own lovely pocketbook is concerned?

The clearest implication of the study is this: When setting your expectation for pay for a job, don’t base your desired number on anecdotal evidence from your female peers.

Instead, start by gathering data from sites like Payscale to find out the average pay for the field, position, and location, regardless of gender. But—since women’s lower pay will be figured into these averages—also ask higher-level men in your field for their input.

“Asking male mentors can be very advantageous,” says Davison, “because it offers the perspective on what males are paid and because males talk about pay more than women do.”

You could say something like, “Bob, I’m going for this job as associate marketing director at a Fortune 500 company and they’re asking me for my salary requirements. I’m not sure what to say for that size of a company and wondered if you had any thoughts?”

(While mentioning a figure can help anchor the conversation in actual negotiations, avoid doing so here, since what you want is the other person’s uninfluenced opinion.)

And then when the interviewer asks for your salary expectation, you can say, “It’s my understanding from my research that jobs of this level pay in the neighborhood of $96,500,” or “I consulted my former boss Bob Smith, who’s now a V.P. at your competitor Quadroodle, and he told me the going rate is $96,500.”

(Note: Using a specific the number can make you sound more authoritative—so avoid rounding off too much.)

In a world where women all too often punished for being too assertive in salary negotiations, framing your argument around benchmark numbers and using a high-level ally to bolster your case can help you walk away with more money and your likeability in tact.

And that is the ultimate glass-ceiling breakthrough.


More from this series on Money.com:
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More on salary negotiation from PayScale.com:

TIME viral

Watch Adorable Little Girls Cuss Out a ‘Sexist’ Santa

The Potty-Mouth Princesses are back

Remember those “potty-mouth princesses” who drop F-bombs in the name of feminism? Well, they’re back and have a bone to pick with Santa. Yes, that Santa.

The left-leaning advocacy group FCKH8 has raised eyebrows with its shock tactic advertising (swearing little girls wearing princess gear) to raise awareness on issues — like violence against women, gender inequality, and now the gender wage gap. Grade school girls holding up fractions of soccer balls and skate boards say, “How sh**** would it be if Santa were sexist as society?” … followed by a series of expletives.

There are few things more disarming than little girls in party dresses cussing out Santa Claus. Except maybe the fact that women make 78% of their male counterparts’ salaries should be.

 

MONEY pay gap

3 Ways Women Can Make Sure They Get the Raises They Deserve

hand helping hand
DAJ—Getty Images/amana images

Career coach Caroline Ceniza-Levine weighs in on the controversial comments made by Microsoft CEO Satya Nadella last week. Her take: They underscore the need for women to find sponsors and sponsor others.

I imagine that the savvy, self-starting executive women of Microsoft felt particularly deflated by CEO Satya Nadella’s recent remarks (later withdrawn) that women shouldn’t negotiate for more money. Here they are most likely doing all the prescribed “right” things:

  1. Entering a high-growth industry, such as tech
  2. Working for a brand-name firm, like Microsoft
  3. Proactively working on their negotiating skills

…and then BAM! Here comes Nadella essentially saying that they should just wait for the system to even out the gender pay gap. If the CEO isn’t going to support your efforts, why even bother?

Actually this is precisely why you should bother with all of the proactive hard work. Your effort and skills belong to you, and you can take them somewhere else if you should hit a brick wall.

Sure, Satya Nadella’s unfortunate admission shows that a CEO of a major corporation may thwart your efforts just as a mid-level manager or even a narrow-minded friend (in the guise of well-meaning advice) might. You may not get the support you expect. But if you keep doing the prescribed “right” things below, you will collect some supporters to your cause along the way—including more open-minded, equitable executive sponsors.

Create an amazing body of work

It still starts with getting results, establishing your expertise, and contributing to the bottom line. Don’t let your own work product suffer because there is someone at the top of your company who doesn’t care—others do care and are watching for promotion-worthy candidates. You want your name to surface.

But you cannot simply let your accomplishments stand for themselves. You need to advocate for your them, to ensure they are recognized. See my previous post on preparing for your next review for step-by-step instructions on making sure you get your due.

Build a strategic and supportive network

So Nadella is out of step, and there are probably other CEO’s who share his view. But there will be men and women—at every level, in every industry, in every functional area—who are supportive.

I once had a banker at a big-name firm encourage me to “follow my heart” and take an unexpected career turn, even if it meant turning down his firm’s offer. He was so supportive and generous and gave me courage when I needed it most—and this was a BANKER! If I managed to find a mentor with a heart of gold in that industry, there will certainly be supportive senior people in any industry.

Find them. Enroll their support.

Be a strategic and supportive of others

Be the anti-Nadella. Don’t just throw your hands up at the amorphous system; proactively help others along and do your part to change the game.

Pick the smart but shy person in your group and plan to call on that person in the meeting; let the person know what you will ask so they have a chance to prepare. Think of that colleague from another department who always helps you and write a commendation to her (or his) manager, cc’ing the person you’re writing about. Return to your alma mater for a networking event or career talk.

As you build your amazing career and advocate for yourself, reach back and better the system for others.

 

Caroline Ceniza-Levine is co-founder of SixFigureStart®career coaching. She has worked with professionals from American Express, Condé Nast, Gilt, Goldman Sachs, Google, McKinsey, and other leading firms. She’s also a stand-up comic. This column appears weekly.

Read more from Caroline Ceniza-Levine:

MONEY Careers

Microsoft’s CEO Wasn’t the Only Male Exec to Say Something Clueless About Women This Week

Microsoft Satya Nadella gives a lecture about dream, struggle and creation at Tsinghua University on September 25, 2014 in Beijing, China.
ChinaFotoPress via Getty Images Microsoft CEO Sayta Nadella isn't smiling after his comments about women in the workplace were universally panned.

Yesterday, Microsoft's CEO said something really wrong about women. But he's just one of a number of tech executives to make similar gaffes in the last few days.

Updated—3:52 P.M.

This has not been a great week when it comes to equality in the workplace. On Thursday, Microsoft CEO Satya Nadella made waves when he advised women against asking for pay bumps. “It’s not really about asking for the raise,” he told a mostly female audience at the Grace Hopper Celebration of Women in Computing, “but knowing and having faith that the system will actually give you the right raises as you go along.”

By Thursday night, Nadella was in full damage-control mode, renouncing his previous statement in an email to Microsoft staff. “If you think you deserve a raise, you should just ask,” he wrote.

It’s good that Nadella acknowledged his mistake, but the gaffe shows how many in the business world still have difficulty understanding the prejudices faced by their female colleagues. And as our colleague Margaret Magnarelli points out, “he still doesn’t realize it’s not as simple as ‘just asking’ for us.”

What’s more, the Microsoft chief wasn’t the only boss even in the past few days to make clueless comments about how women should behave in the workplace. Earlier at the same conference, a group of male execs from Facebook, Google, GoDaddy, and Intuit participated in a panel purporting to offer tips on how both men and women could help stamp out tech’s bro-centric culture. A video of the event is available here, and Readwrite gave the blow-by-blow.

It did not go well. Here are a few of the most most off-base observations:

“It’s more expensive to hire women, because the population is smaller.” – Mike Schroepfer, CTO of Facebook

Actually, it’s not. While Schroepfer was trying to say that it’s more expensive to recruit women because they are underrepresented in computer science, it’s been widely reported that women make 78% of what men make. This is the so-called gender pay gap.

And yes, the gap persists even in the supposedly meritocratic tech world: According to a recent analysis of Census data, men with a graduate or professional degree working in Silicon Valley earn 73% more than women with the same degrees working in the same industry.

While some of the pay gap is explained by factors like experience level and industry choice, economists Francine Blau and Lawrence Kahn found that even when you control for those factors, 41% of the gap remains “unexplained.”

In fact, at a conference last month, Australian tech mogul Evan Thornley made the opposite point: that women are “Like Men, Only Cheaper.” That quote comes directly from his slideshow. “Call me opportunistic,” he elaborated, “I thought I could get better people with less competition because we were willing to understand the skills and capabilities that many of these women had.” Thornley later apologized.

“The only thing I would add is speak up … Speak up, be confident.” – Blake Irving, CEO of GoDaddy

This isn’t bad advice by itself — studies have shown that women who self-promote and negotiate harder do end up with with higher salaries — but like Nadella’s email to employees, it fails to acknowledge that women are often punished when they do speak up. “Assertive or competitive qualities are usually associated with men, and are thought to be essential for successful leaders. But for women, they can be a landmine,” said Daina Middleton, global CEO of Performics, in an interview with Fast Company.

Need evidence? Economist Linda Babcock ran a study where she videotaped men and women asking for raises using the exact same script. Viewers of the tape agreed that the man deserved the raise. But they did not like the woman who asked for the exact same thing, in the exact same way.

“People found that to be way too aggressive,” Babcock told NPR. “She was successful in getting the money, but people did not like her. They thought she was too demanding. And this can have real consequences for a woman’s career.”

Other data suggests that women entrepreneurs also get turned down more often than men do. One study found that investors are more likely to accept pitches from male entrepreneurial teams than from female teams — even if they’re making the exact same pitch. In another study, business school students read a prospectus for a mock company. In some versions, the CEO was listed as male; in others, the CEO was female. The students were four times more likely to recommend the company led by the male CEO.

“It will be twice as hard for you … but you can make a big difference in your company.” – Alan Eustace, senior vice president of search at Google

True, but unfortunately women are often absent from the kind of high level positions that would allow them to “make a big difference.” Only 4.8% of Fortune 500 CEOs are female — and those 24 women represent a record high.

Women already know it’s at least twice as hard for them to succeed. They just wish business leaders would do something about it.

To Eustace’s great credit, he acknowledged the panel’s issues on Twitter and made a great suggestion for future male allies.

 

MONEY pay gap

Why Microsoft CEO Satya Nadella STILL Has It Wrong on Raises for Women

Microsoft Chief Executive Officer Satya Nadella
Manish Swarup—AP

The exec has taken back his comments that we should count on karma to boost our salary, but that doesn't mean he gets what it means to be a female at work today.

Easy for a dude to say that women should have “faith that the system will actually give you the right raises as you go along.” Especially a dude who makes $7.6 million and sits at the top of one of America’s largest companies.

But Microsoft CEO Satya Nadella, who made that comment in answer to a question about how women should ask for a salary increase—in front of a room full of women at the Grace Hopper Celebration of Women in Computing on Thursday—at least seems to have realized the error of his statement.

On his blog last night, he acknowledged:

I answered that question completely wrong. Without a doubt I wholeheartedly support programs at Microsoft and in the industry that bring more women into technology and close the pay gap. I believe men and women should get equal pay for equal work. And when it comes to career advice on getting a raise when you think it’s deserved, Maria’s [Maria Klawe, computer scientist and moderator] advice was the right advice. If you think you deserve a raise, you should just ask.

Great that he owned the mistake. But what’s worse, the fact that he didn’t realize that women are paid 22 cents less on the dollar than our male peers—or the fact that he still doesn’t realize it’s not as simple as “just asking” for us?

Yes, We Pay a Penalty for Not Asking

Assuming you care remotely about women’s issues, you’ve seen the research showing that few women negotiate salaries. (By the by, it goes all the way up the ladder. Nadella’s fellow C-suiter GM’s Mary Barra noted at Fortune’s Most Powerful Women Summit that she had never in her career asked for a raise. The emcee then polled the audience on how many of them also had never asked, and “the majority of the conference’s high-powered female attendees raised their hands,” according to Fortune‘s Broadsheet.)

Our reticence has a compounding effect over our careers. By not asking right off the bat, Carnegie Mellon economics professor Linda Babcock has said, we leave lost earnings “anywhere between $1 million and $1.5 million” on the table.

But We Pay a Penalty for Asking, Too

Yet Babcock’s research found that we may be on to something with our sense of caution. Simply stating the case for why we deserve a raise doesn’t tend to get women to the same result as it does men. In fact, it can actually hamper our career progress.

For a study published in 2005, Babcock and Hannah Riley Bowles, a senior lecturer in public policy at Harvard’s Kennedy School, asked participants to watch videos of men and women asking for a raise. The guys and gals in the video used the exact same scripts.

The result? Participants liked the men and agreed to give them the bump in pay, but found the women too aggressive. While they gave her the raise, they did not like her. In particular, male study participants were less willing to want to work with the female negotiator.

We know that being well liked—a quality we women struggle with starting from the first grade-school birthday party we’re not invited to—is also key to getting ahead. So we’re caught between a high heel and a hard place.

Or, as Joan Williams, founding director of the Center for WorkLife Law, put it in The Huffington Post,

If women act too feminine and don’t ask, they end up with lower salaries. If they act too masculine and ask, then people don’t want to work with them. Women walk a tightrope between being too feminine and too masculine. Men don’t, which is one reason why office politics are trickier for women than for men.

So We Have to Give an Oscar-Winning Performance to Get What We Want

The research Babcock and Riley Bowles have done has found that women have to be more, well, “womanly” in their approach in order to get the raises and promotions that they deserve and come out the other side smelling like a rose.

You know—positive, solicitous, and putting others first. Less shark, more 1950s housewife.

Acknowledging herself that these findings are “depressing,” Babcock (along with Riley Bowles) concluded that being collaborative—trying to take the perspective of the company and hiring manager and using “we” statements instead of “I”—tends to be more effective than other approaches. They’ve also emphasized trying to be “authentic” by using language that feels comfortable.

That doesn’t feel the same as “just ask”—it requires us to act a part when what we simply want is for our managers to respect us as workers and people in a gender-neutral way.

We want to be able to walk in and say, “I brought in $2 million in business this year and am underpaid relative to my position,” and be better paid and just as well liked at the end of it.

You know, like a dude.

Related:
5 Ways Women Can Close the Pay Gap for Themselves
When She Makes More: How to Level the Financial Playing Field

TIME gender

Microsoft’s Leadership Is Less Than 20% Female

Microsoft Corp Chief Executive Officer Satya NadellaSpeaks At Company Event
Bloomberg—Bloomberg via Getty Images Satya Nadella, chief executive officer of Microsoft Corp., speaks to students during the Microsoft Talent India conference in New Delhi, India, on Tuesday, Sept. 30, 2014.

The company released diversity numbers just days before CEO Satya Nadella was lambasted for dissuaded women from asking for raises

Microsoft’s leadership is only 17.3% female, according to diversity numbers the company released Oct. 3, while women make up less than 30% of the entire company as a whole.

Those numbers are coming under new scrutiny after Microsoft CEO Satya Nadella was the target of severe backlash Thursday night after he suggested women should rely on “good karma” for promotions instead of directly asking for a raise.

“It’s not really about asking for a raise, but knowing and having faith that the system will give you the right raise,” Nadella said at the Grace Hopper Celebration of Women in Computing on Thursday. “That might be one of the initial ‘super powers’ that, quite frankly, women [who] don’t ask for a raise have. . . . It’s good karma. It will come back.”

Nadella apologized hours later in a tweet and a longer email to Microsoft staff, saying the comment was “inarticulate.”

According to the diversity numbers, women make up almost 45% of the non-tech jobs at Microsoft, but only 17% of the tech positions.

MORE: Microsoft’s CEO Tells Women It’s Bad Karma to Ask For a Raise

 

TIME Opinion

Microsoft’s CEO Tells Women It’s Bad Karma to Ask For a Raise

CEO Of Microsoft Satya Nadella Gives Lecture At Tsinghua University
ChinaFotoPress—ChinaFotoPress via Getty Images CEO of Microsoft Satya Nadella gives a lecture about dream, struggle and creation at Tsinghua University

According to Satya Nadella, good things come to women who don't ask

Updated Friday, Oct. 10

Gender pay gap got you down? Take a crash course from Microsoft CEO Satya Nadella’s Etiquette Academy For Polite Young Ladies: Smile pretty and don’t be so unbecoming as to ask for a salary bump. After all, a raise is a lot like a male suitor, and if you pursue it, you might just drive it away.

“It’s not really about asking for a raise, but knowing and having faith that the system will give you the right raise,” Read Write reports Nadella said Thursday at an event meant to celebrate women in the tech field. Late Thursday night, Nadella backtracked on his comments.

Unfortunately, that system that Nadella wants women to put all their blind trust in only provides them with 78 cents to the dollar of what men earn. And if we look closer at the women Nadella was specifically addressing, the reality is fairly grim: a gender pay gap exists on every level of STEM jobs. In Silicon Valley, men with bachelor’s degrees earn 40% more than their female educational counterparts, according to an analysis of Census Data from the 2014 Silicon Valley Index.

Of those with graduate or professional degrees, men earn 73% more than women. And that’s actually cause for celebration, since it’s a marked improvement from 2010, when that same demographic of men reportedly earned 97% more than women.

But take Nadella’s word for it: Good things come to women who don’t ask.

“That might be one of the initial ‘super powers’ that, quite frankly, women [who] don’t ask for a raise have,” he added. “It’s good karma. It will come back.”

Whatever the mystical inner workings of the human resources department at Microsoft may be, it’s a fact that other, less spiritually “enlightened” companies have been known to take advantage of the assumption that women are paid less. At an Australian tech conference in September, millionaire startup founder Evan Thornley unironically said that a perk of hiring women is that their salary is still “relatively cheap compared to what we would’ve had to pay someone less good of a different gender.” (Since there are only two genders, that means “someone less good who was a man.”)

Just in case the audience couldn’t hear him in the way back of the room, Thornley drove the point home by showing a slide titled “Lessons” that displayed a photo of two businesswomen high-fiving under the text, “Women: Like men, only cheaper.” Classy.

Since Nadella’s comments were shared and appropriately lambasted all over the Internet, the Microsoft head has tweeted that he did not properly articulate his own message.

But Nadella should know: He doesn’t need to ask us for our forgiveness and understanding about what he really meant to say. Karma will work that out.

See Also: Watch Sarah Silverman’s Risque Equal-Pay Ad

MONEY salary

5 Ways Women Can Close the Pay Gap for Themselves

woman standing at bottom of steps with man standing above her
iStock

New Census data found that women earn 78¢ to every $1 men do. These moves can help you get closer to even on your own paycheck.

If you have two X chromosomes and a job, the latest numbers on the wage gap will likely leave you feeling frustrated: Women make only 78¢ for every dollar a man makes, the Census just reported, marking all of a 1¢ improvement over 2012.

Meanwhile, Republican senators blocked the Paycheck Fairness Act this week, which called for greater salary transparency and would have required employers to be able to prove that wage differences were based on factors other than gender.

Overcoming the barriers to equal pay isn’t proving to be easy. And there are some factors we can’t move the needle on as individuals. For example, childbearing counts against us, in what economists have dubbed the “motherhood penalty.” We pay both a per-child wage penalty and also may be dunned for working fewer hours because of our caregiving responsibility. And then there’s straight-up discrimination, which is very hard to prove despite being so palpable to many of us at certain moments in our careers. (Perhaps this explains why one study found that 41% of the pay gap is unexplained!)

Closing the gap a penny at a time is still progress. But for those of you who don’t want to—or can’t—wait around until 2058 to see equal pay, here are five strategies to at least get you closer to even with your XY counterparts.

1. Negotiate smarter…

Working women have heard it all before: We’re not aggressive enough in asking for higher pay; we are bad at negotiating. But if do negotiate aggressively, well, that gets held against us.

But we’ve got to find a way to make it work for us if we want to get paid a fair wage.

So what can we do? Hannah Riley Bowles, a senior lecturer in public policy at Harvard’s Kennedy School who has done research on what makes women successful in negotiations, has found that being collaborative—using “we” and trying to take the perspective of the company and hiring manager—tends to be more effective than other approaches.

She also emphasizes authenticity, so try to come up with language that feels comfortable and natural for you to use.

2. …and from the outset.

A 2011 study by Catalyst tracked 3,300 high-performing students in M.B.A. programs as they began their careers, and found that while 47% of women and 52% of men had countered the initial offer made for their current job, only 31% of women vs. 50% of men had countered the offer for the first job they had out of grad school.

While it’s good that women are catching on to the importance of negotiating, we need to encourage them to do it sooner.

“Failing to negotiate your salary from the start is not only an initial mistake; it is one that will continue to follow you and will be compounded over the years, disadvantaging you throughout the remainder of your career. Every raise you get, every bonus you receive and even the number of stock options you are awarded, will be smaller because these amounts are normally determined as a percentage of your artificially low base salary,” wrote Lee Miller, author of A Woman’s Guide to Successful Negotiating on six-figure job-search site TheLadders.

Say you started out $5,000 behind your male peer, making $40,000 vs. his $45,000. If you each got 3% raises for each of the next five years, you’d be making $46,371 vs. his $52,167, expanding the difference to $5,798 and you’d have given up $26,546 in income differential in those years.

The longer this goes on, the harder it is to catch up.

3. Push for promotions early on.

According to Payscale, “women’s pay growth stops outpacing men’s at around age 30, which is when college-educated women typically start having children.” Furthermore, women’s pay peaks at age 39 at $60,000, vs. $95,000 at age 48 for men.

That suggests that a smart move would be to try to move up the ladder before you decide to raise a family.

“How women negotiate their career paths is arguably a more important determinant of lifetime earnings than negotiating a little extra money,” Hannah Riley Bowles told The New York Times recently.

4. Work in a fairer field.

Part of the problem, according to Sarah Jane Glynn, associate director for women’s economic policy at the Center for American Progress, is that a large proportion of women are clustered in a relatively few fields: 44% are in 20 occupations. And typically within those professions, the majority of workers are women. As Glynn has written,

“Female-dominated industries pay lower wages than male-dominated industries requiring similar skill levels, and the effect is stronger in jobs that require higher levels of education.”

So just try for a higher-paying male-dominated field, right? That can help. Harvard labor economist Claudia Goldin found that, for college grads, moving into such a profession would eliminate an average 30% to 35% of the wage gap.

But that’s not always a home run. Goldin found that female aircraft pilots and financial advisors earn less on the dollar compared to male peers than the average worker, at 71% and 73% respectively.

Goldin did find that the pay gap is much smaller than the average in certain fields—including ad sales, dental hygiene, HR, chemistry, pharmacy, and computer programming. But she pegs the slim difference to the fact that these fields allow a specific kind of flexibility that allows one worker to easily sub out for another, if, say, someone has to stay home with a sick kid.

5. Toot your own horn.

That Catalyst study of M.B.A. grads found that, of those women who said they made their achievements known to others in the organization, 30% had greater compensation growth than peers who did not promote themselves.

Some of the qualities found in these folks: “ensuring their manager was aware of their accomplishments, seeking feedback and credit as
appropriate, and asking for a promotion when they felt it was deserved.”

Sounds easy enough on paper, but in real life, this kind of self-promotion isn’t always easy for women.

To make it more palatable, Laura Donovan of Levo League suggests being selective about the moments you do this (e.g. yes to scoring the $1 million client, no to pushing through the report that’s expected of you), choosing the right audience for your message (don’t blast the full staff), and focusing on facts rather than self-congratulation (“I just wanted you to know that we’ve signed the contract with Client Y, for $1 million over two years….”).

Also, focus on the upside: The Catalyst study suggested that self-promotion can help you gain sponsorship from important allies who can help you further advance in your career, and hopefully get you closer to closing the pay gap.

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