racial pay gap Archives - The Voice of Job Seekers

5 Keys to Negotiate Salary as a Woman of Color

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The last episode of the 2019-20 season offers guest Cynthia Pong, J.D., an opportunity to give women of color tips to negotiate salary more effectively.

Payscale’s survey from 2016 shows salary for women of color are 54-90 cents per dollar of what a man earns.

More about Cynthia:

Cynthia is a Career Strategist for Women of Color. She also facilitates and presents on salary negotiation as well as offering generous portions of career advice. Cynthia was a recent recipient of LinkedIn’s Top Voices for Job Search and Careers.

Got something to say? Got a topic for the show? Disagree?

– Call and leave a voicemail at 708-365-9822, or text your comments to the same number

– Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message

– Send email feedback to [email protected]

Here are some highlights from our conversation:

It’s essential to negotiate, stand up—and ask for more because it makes it easier – and raises the bar – for marginalized communities.
Conversely, giving up opportunities to negotiate contributes to a race to the bottom.
When preparing for your negotiation, think of what you’d ask for if you were negotiating for someone else.
Play toward stereotype bias (everything is intersectional).
For example, Black women are perceived to be dominant. So being assertive plays toward your stereotype bias.
Asian women are perceived to be competent. So focusing on skills and your past track record can be helpful.
You are the expert on you.
Whatever you learn, adapt it to your situation and circumstances.
No one knows the landscape you’re facing, the people you’re dealing with, and the background and context of the situation as well as you do.

If you more help with your job search, go back to the archives and download the shows from Apple podcasts. Look out for the video series this summer. As you know, this is the last show of the season.

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

Disability Rights, Gender and Race Pay Equality

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The more disability rights, and gender and race pay equality are discussed, the better it is for all. Job seekers who are affected can achieve fair chances and equity to manage the full arc of his or her career. Tom Spiggle, founder of Spiggle Law, focuses in on discrimination. He is my guest for the show today.

I will be doing even more show regarding these issues. I would love to hear your concerns and questions regarding Gender and Race Pay Equality and disability rights. Here are three ways we can have further discussion on these issues:

Call and leave a voicemail at 708-365-9822, or text your comments to the same number
Go to TheVoiceofJobSeekers.com, press the “Send Voicemail” button on the right side of your screen and leave a message
Send email feedback to [email protected]

Tom Spiggle is a former prosecutor and former Assistant U.S. Attorney. His website also has a very informative blog regarding these topics at SpiggleLaw.com. He is regularly quoted in the media such as the Washington Post, Huffington Post, and many law journals.

Similarly to pregnancy, you’re not required by law to share your disability while interviewing with the interested company
Be practical–visible disabilities require an approach demonstrating your ability to work with the potential employer
Tom advises to disclose less than more
Unseen disabilities also requires a strategy depending on the comfort level of the job seeker
If an unseen disability is unnoticeable, there’s no need to disclose
Learning disabilities may be impacted and additionally pronounced if stress is a major factor
Your research needs to uncover the pressure and stress to manage in your workday to understand how it will impact your condition
Check state and federal laws to see if and how you’re protected

Gender and Race Pay Equality

Gender Pay Gap (Equal Pay Act) has existing legislation, and the less discussed Racial Pay Gap does not
Black women can file against unfair pay through the Equal Pay Act, black men must use Title VII (Civil Rights Act, 1964)
Black men must show discriminatory intent, black women must show the pay disparity exists between men and women. Intent doesn’t have to be shown.
Understanding the market value (location, by position) will help make informed decisions
The pay gap abuse is widespread with egregious disparities occurring daily

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About Mark Anthony Dyson

by Mark Anthony Dyson

Career News: The Racial Wage Gap and My Paysa.com Interview

Racial Wage Gap research

The racial wage gap needs more attention and focus because it affects millions of people. I explained before I am looking for more studies on the racial wage gap. To help close the racial wage gap, job seekers who are affected must negotiate more than they do. But, there needs to be an understanding of how it happened. The paying fields need to be leveled. More research needs to be public.

Maybe companies need to be PG (pay gap) certified, or IA (Inclusion Approved) to be considered for tax breaks. Yeah, we can argue the potential problems with labeling companies but it’s time to crack down on companies who are not fairly compensating individuals for their abilities.

The Economic Policy Institute recently released their research of the racial pay gap and its effect on the African-American community at large. Here are a few of it’s findings:

Black men’s average hourly wages were 22 percent less than those of white men in comparable jobs; in 1979, the wage gap was 16.9 percent.
Black women’s average hourly wages were 11.7 percent less than those of white women; in 1979, the gap was 4.5 percent.
In 1979, black women’s wages were 42.3 percent lower than those of white men and 25.4 percent lower than those of black men. By 2015, these differences had narrowed, but remain significant—34.2 percent and 12.2 percent lower than white and black men, respectively.

If you would like to look at the entire study published in it’s entirety, go here to the website.

Paysa.com interview

Paysa was founded in 2015, and just started publishing data in February 2016. According to it’s site, Paysa is, “…your always on, AI-driven career coach enabling you to build an amazing career & get paid the market salary you deserve…”

People from Paysa.com asked me questions to include their feature on their site. They asked me about the current climate for job seekers, salary negotiation, and reasons for my writing and publishing about the gender wage gap.

Paysa features other career professionals as part of their “Expert Interview Series.” My feature was just published a couple of days ago. Go check it out and let me know what you think.

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