• Research your market rate first using Glassdoor, LinkedIn Salary, Levels.fyi, and Payscale to find ranges for your role and experience level. If you're using AI tools to research salary ranges, go a step further: research shows AI chatbots routinely suggest lower salaries to women than to equally qualified men, so ask directly: "Would you give the same advice to a man in this role?" and "Is there any gender bias in this recommendation?" The answers are often revealing
• Ask people in your network, including recruiters and contacts at comparable companies, what they consider fair for your role
• Once you have a range, pick the highest number you can justify, then add 10%
• People who name a specific number get more money on average than those who give a range or wait to be offered a figure

• You need to demonstrate three things to get a raise: high performance, expanded workload, and work already done at the next level. Research shows women receive higher performance ratings than men on average — but are still 14% less likely to be promoted, largely because subjective assessments of "potential" are more vulnerable to bias. Concrete, documented evidence is your best protection against that
• Document your wins continuously: keep a running list of specific achievements with measurable outcomes — "proposed new process that reduced onboarding time by 30%," "led cross-functional project that shipped four weeks early." Save positive feedback, track metrics, and record every responsibility you've taken on beyond your job description
• Talk to your manager regularly about your contributions so they stay visible all year round, not just at review time. Research shows women are less likely than men to make their contributions visible to decision-makers — and that invisibility directly limits promotions and raises
• Know your company's formal promotion criteria and be ready to show concrete evidence for how you meet or exceed each one

• Performance reviews are one opportunity, but not the only one. Any time you take on more responsibility or deliver a major result is a legitimate moment to ask
• You can also ask when market data shows your compensation is below rate, when a peer's salary reveals a gap, or when you receive a competing offer
• Choose a moment when your manager isn't overwhelmed with competing priorities — timing affects receptiveness
• Avoid asking immediately after a setback or during a period of company-wide financial pressure
• Changing jobs is one of the most reliable ways to increase pay. Research shows the average salary increase when switching employers is around 15% — significantly more than the typical 3% annual raise for staying put. Women switch jobs at slightly lower rates than men, which compounds the pay gap over time

• Write out your opening, your pitch, and your specific ask in bullets before the conversation
• Done is better than perfect. Women often over-prepare and delay asking because they feel they haven't yet built an airtight case — but the perfect moment rarely arrives. If you have a strong track record and a specific number, you're ready
• Practice your script more than once — with a partner or in front of a mirror. Research shows rehearsal is one of the strongest predictors of negotiation success
• Frame every sentence around business impact and shared goals, and don't mention personal reasons for needing a raise
• Example script: "I've been thinking about our team's goals and my contributions this year. I've taken on [X], delivered [Y], and I'd like to discuss a salary of [specific number] to reflect that expanded scope."

For detailed negotiation scripts and script-writing guidelines, visit our community hub.

• Ask one question — "What would I need to accomplish in the next six months for this to be possible?" — then document the answer in a follow-up email
• A non-committal response like "we'll see" is not a no — follow up with a specific date and hold your manager to it
• Ask what else is negotiable: a bonus, an accelerated review date, additional PTO, or a professional development budget
• Don't leave without concrete next steps, and put them in writing

• If a company can't meet your salary number, ask them to make up the difference elsewhere in the package
• Total compensation is broader than base salary: equity, signing bonus, annual bonuses, and profit sharing are all negotiable
• Benefits with real financial value include extra PTO, flexible or remote work arrangements, and professional development budgets
• Asking for an accelerated performance review timeline — for instance, moving from annual to six-monthly — can get you to a higher salary faster

• Sit at the table — literally and figuratively. Women are less likely than men to position themselves as full participants in compensation conversations rather than grateful recipients. Come in with a number, a case, and the expectation that negotiating is normal — because it is
• Don't wait to be recognized — research shows women who ask are more likely to get what they ask for, and proactive asks are more effective than waiting for a raise to be offered
• Use "we" and "our team" language often — research shows communal framing reduces the backlash women face when advocating for themselves. This is the "I-We" strategy at work: pair your ask with language that signals you're thinking about shared goals, not just personal gain
• Frame your case around business outcomes and team impact
• Build a strong evidence file before the conversation — documented achievements and specific numbers are harder to dismiss than general claims about performance, and bias is harder to apply when your argument is objective and data-driven