Covid jobseekers: How women can negotiate best salary without gender bias

Knowing how to negotiate for better pay could help close the gender pay gap. Photo / Getty

Knowing how to negotiate the best pay and work conditions is tough at the best of times.

It's made harder by high competition in the job market thanks to a global pandemic.

In New Zealand, women are paid on average 9.3 percent less than men, and studies show women are four times less likely than men to broker a better pay deal.

A new survey by the Human Rights Commission about workers' pay experiences has prompted fresh calls to end remuneration "secrecy" in New Zealand.

It's accepted that companies that are open about pay rates are less likely to have a gender bias.

At the moment very few are openly transparent - so what can you do to ensure you are getting paid fairly?

Do your research

The key tip is to ask what the salary range is for the role rather than answer any questions around what your salary expectations are, recommends Zoe Brownlie from GenderTick.

"Once you know the salary range, then compare your skills and experience with the job description, and decide where you fit. Go higher rather than lower," she said.

If companies know they can secure your skills for $10k less than they were willing to pay, many will do it.

Negotiate conditions

Once you have been offered a role Brownlie said anything and everything can be negotiated - but do it before you put pen to paper on the contract.

Covid-19 had a positive impact on flexible working, from home, part-time and job sharing said Brownlie and good employers should be open to negotiations.

"There might be more competition for roles because of Covid-19 but this should not impact pay and conditions."

Working from home could save both you and the employer money so it could be an added benefit without affecting your salary.

Don't reveal what you were previously paid

Companies should not ask what you are currently paid. If you are asked politely avoid answering.

It is completely acceptable to say you would rather not disclose your current or previous salary but would like to negotiate based on your skills and what you have to offer the company.

Other countries have passed legislation banning employers from seeking out information on job seekers' previous salaries.

In New Zealand, Genesis Energy had policies in place so they no longer asked women what they were previously paid.

This was so they did not 'import the gender pay gap' and pay women less than they were worth just because a previous employer did.

"We don't ask what women were paid at their last job, but encourage them to present the value of what they deserve," Nicola Richardson of Genesis said.

Check to see if they have the GenderTick

Brownlie said more companies are signing up for the GenderTick and offering pay transparency, so employees and employers know the different salary ranges for different roles.

"You can always ask if they offer this where you are applying for a role," Brownlie suggests.

What to do if you find you are being paid less than someone else

Brownlie said if you later find out you are being paid less than someone for the same job she suggests a trip to HR or the boss if you are in a smaller organisation.

"Take a support person with you if you need but this is something that you need to speak up about, for yourself and for others," she said.

"If you are doing the exact same job, then you need to be paid the same and a good employer will rectify it straight away by increasing your pay, or improving your conditions."

If the problem if not sorted she suggested contacting the Human Rights Commission for advice.