Again, thanks everyone.
I want to be clear, I am not trying to claim unabashedly that this is DEFINITELY a gender thing. I don’t know. But that persistent and pesky pay gap and now an additional promotion…it’s an easy thing to call out. And something that has been statistically identified by others across industries. Who knows what the issue is in this case. Implicit bias, as simple as I can’t banter about my wife and kids (something I have to give up or defer to be considered an equal at this stage of my career) makes me less relatable, less easy to talk to, potentially viewed in any myriad of ways as…different. And we all know how society (corporations = micro societies) deals with different. FWIW, I do appreciate hearing from other technical women that you also are concerned with pay, makes me feel a little better to not be alone. Enough on that.
The real issue here for me, as it has always been, is feeling valued…equally. To all of you who said something to the effect of, “well, they showed their cards” – you’re right, and that’s what is so disheartening. I have yet to receive any critical feedback, anything actionable, all commentary has been positive. Yet this action shows that for some reason they value my colleague more than me. That sucks. Enough about feelings.
As for what to do next.
Third, does the pay discrepancy mean you aren't meeting your goals?
Goals are a little more existential for me, and TBH I’m not sure how to answer you yet as “this” all factors into my thinging. Financially no, partner and I will be OMY-ing it for a little so this has no impact on timeline. I would like to work at a place I like where I feel valued, thru FI.
Instead I would just focus on how you can maximize your earn before FI, and instead consider that you might be able to make 10K+ more at another company if you are right about being grossly underpaid in your field.
Good points. Entering a new cutthroat fish tank, especially after FI has no appeal to me so I’d need to be very choosy. However, I am not afraid to leave.
+1. Depending on the timeline, job availability, etc etc etc, I would start looking around, unless I had a reasonably cordial relationship with my management chain and could get reasonable answers to questions like: what does this current raise mean for the 2018 bonus cycle? What is my track to the desired promotion? What does my career over the next X years at this company look like?
I do have a cordial relationship with my entire team, and I guess that is why I am so surprised. I will be asking these questions and will follow up. I have always been warned about the importance of the delivery – seeming forthright, not whiney, etc, etc. Suggestions appreciated.
How much is the unvested stock compensation/sign on bonus worth (and how much do you anticipate it being worth when it vests)? Sometimes people don't do the math on this. They feel like they can't leave "their" money behind, even though they are forgoing even more potential money to stay.
It’s a hefty 401k match that I’m focused on, my last two years were matched at 12% of salary. I’ll fully vest in another year or so. I’m not as concerned about stock, but by the time I’m fully vested in 401k I’ll be looking at leaving ~70K on the table total (complicated by layering waterfall vesting). Noted that the math provides the indisputable answer…to be calculated at the time of any competing offers for direct comparison.
If you are getting paid undermarket or at the very low end of the market, I would be looking for work elsewhere.
Also, even though I understand that you have the same years of experience as your colleague, the decision between you two may have been based on company seniority (which is often the prevailing consideration unless there is a clearly better candidate).
This is a good point.
I also agree with the idea that I wouldn't necessarily sweat the $2k if honestly the promotion is seniority at the company in the role (that's rare, in my experience. Generally new people get paid more). If you are both performing well, especially.
If you do not want to leave, then I would continue to push each year. Don't worry too much about not getting a raise or bonus next year because of the off-cycle one this year. Assume you will, prep for it. Ask your management chain what is required to get it. Be specific.
One caveat - how many years has it been, and this other coworker, male? To be honest, as a woman in a technical field, it really super sucks getting paid less than a man doing the same job. I am super sensitive about it. I hate it.
All very valid points, thank you. Appreciate your commentary for expectations for 2018 cycle. To be clear, 2k gap was before colleague’s promotion, I imagine it is much more significant now.
So I agree that you need to just ask, there's not much to lose by having the conversation, and having some good achievements to back your position up.
Would you consider asking for more money from your employer rather than waiting for them to hand out raises and promotions? If you negotiate, then you might get what you want. If you want $2k more right now, why not ask for that? Talk to them about what you want, and/or, start looking.
Chronologically: performance review and 13% bonus in 3/17. Followed up next day saying “Thank you for the raise yesterday. My target is X, salary comp and industry metrics back this up – can provide you sources”. Was told “No” in 4/17 with promise of promotion in 3/18. This 6.4% raise yesterday was in follow up to 3/17 request, after “HR took another look at their metrics”. That would have been close to good enough. My issue is that they then created another source of inequity directly with a colleague in promoting only one of us. I have already asked. Managers can pitch in regarding how they’d like to hear the request, but I imagine they do not love an employee who keeps pushing after they feel they have given them what they asked for, aka “complaining”. I am cognizant of not sounding like a broken record. The questions LeTired suggested earlier are more along the lines of the next steps in my opinion.
This:
Is your colleague a dude? If so, that's probably why you're making less. If this is the case, leave the company. You will never change something that is set in the minds of higher ups who make the decisions on pay, and there are an awful lot of companies that just don't pay women as much (I've worked for several).
But will you then spend a lot of time trying to find that company that does not? This is a bigger trend than a handful of companies. It's not a good trend, but I'm not sure it can easily be remedied by just hopping companies. I think the poster inferred that it was a dude by including the reasoning being that she was female in a technical field.
I touched on this above a bit. Appreciate your comments. My industry is pretty homogenous in types of technical staff. I will not escape this problem elsewhere, and by all accounts, this is somewhat my first encounter (albeit subtle and prolonged) with anything I could construe as this issue at my current employer. It is a big issue, but one I knew I would have to contend with for choosing my career. I am one of ~2 technical women at my current employer – we are on different teams and she’s a lot more overt about it, more SJW. She’s also as far as I understand not being underpaid. My graduating class was less than 10% female, and I suspect many have married or birthed out of industry. So, I’m not shocked… but yet I still am. It’s a thing I need to contend with, regardless. I am not a social justice warrior, and do believe people need to merit as individuals without using a platform or trope. Yet here I am questioning why my merit is not being seen equally. Ugh. FWIW, I have worked on a more female heavy team elsewhere and that was the reason for my leaving. Feelings get in the way of getting work done. The irony of this situation and my feelings is not lost on me.
I think the next step is to try and get some honest answers from my boss. How does one imply that there is obviously a perceived performance/valuable difference between me and my coworker? Am I best to just focus on me and my promotion to the next level and not bring up comparison (which isn’t even accurate anymore as we no longer have the same levels)? But, somehow I do want to address the same pay/same experience/same job/different gender thing with my boss – he has young daughters – if I’m going to break through to anyone…? I’m sure there are things at play that I don’t know – like maybe it was a HR issue to promote someone twice within the year (as would apply to me and not the coworker for reasons listed initially)?