4 Black Women Share Their Insights to Negotiation and Better Pay
Pictured here: Tanya Blocker, Dr. Laura Manyweather, Ezinne Kwubiri, and Denise Horn.
Written by WIN Staff
Throughout February we celebrate the achievements of black men and women in the United States. In honor of this annual observance, we celebrate the women whose courage and intellect have pushed our society forward. As the month comes to a close, we want to recognize the challenges that black women still face in the workplace - and the ways they can overcome those barriers.
Earning 39% less than white men and 21% less than white women, on average, black women face a wage inequality in the workplace that adds up over time. Yet, black women are the most educated demographic in the United States and black female-owned businesses have increased 164% over the last ten years!
Despite systematic issues of discrimination, black women are a rapidly emerging power full of untapped potential. Inspired by an exceptional group of black women, we asked for the negotiation advice they have for other women and how they can be better advocates for themselves.
Do your research to understand the value of your experience
“In the beginning of your career, you may not realize that there is a gap in equal pay. You are excited about the opportunity to kick off your career. However, it is important to still negotiate your offers,” says Ezinne Kwubiri, Head of Diversity and Inclusion at H&M. “Do your research to understand the value of your experience, the industry you are entering, salary comparisons, and geographical location. Companies are always willing and prepared to negotiate from their initial offer. Entering a conversation with facts will empower you. The receiver will be focused to take the request seriously and provide you with clear detail as to why it can not happen.”
Avoid the temptation to self-exclude
“The biases (conscious or unconscious) fixed at the intersection of race and gender, also referred to as double-barreled bias, are often palpable — particularly at the bargaining table. Condescension and a blatant appropriation of ideas, for example, are barriers I have often rationalized as par for the course. Navigating these challenging experiences, however, has taught me to double-down on my strengths, to avoid the temptation to self-exclude and, most importantly, to embrace my diversity,” says Tanya Blocker, the Immediate Former President of the Association of Black Women Attorneys.
Blocker urges, “young black women just starting out in their careers, be encouraged as these barriers are surmountable. Be sure to commit to preparedness (race and gender notwithstanding) and seize the moments of deference when extended to you—as they are rare. Develop a healthy confidence and consciousness of your value add and embrace it.”
You do not need to provide an immediate response
“I know my worth so I envision my high standards and am unafraid of walking away from the table to revisit my options. I encourage others to do the same,” Denise Horn, the Director of Corporate Communications at WarnerMedia, conveys. “As a woman of color, I know that I will be one of few in the office and the main barrier will be the employer’s culture shock of my individuality. I just go to the table knowing that even though I am representing my culture at all times, this is still my unique situation...Do not assume that just because you are at the bargaining table that you need to provide an immediate response. Hear what is being offered, review what may be in front of you, and ask: ‘How soon do you need a response?’ Then take the time allotted to do your research to see if your offer is fair enough for you.”
Debunk the myth that sisterhood cannot exist in the workplace
“I think it’s time that we start debunking some of the myths that are causing issues for women in the workplace; especially women of color,” Horn advocates. “I know that women can sometimes see each other as competition but that’s one of the myths right there. We should not be sizing each other up as competition, but more so sizing each other up for a workplace sorority.”
“It is critical for every Black woman to have a ‘kitchen cabinet,’ a small circle of focused friends, mentors or executive coaches who can share wisdom, offer gut checks and help one navigate her career and the workplace,” Horn advises. Kwubiri adds, “Identify and activate those that can speak up on your behalf.”
Share your salary
“Another myth that many people believe is that it's taboo to share each other’s salaries,” Horn indicates. “Women in leadership roles do not need to boast about their salary, but it could be helpful to share a salary with those who are aiming to secure a leadership role; again, especially if you see this woman as a sister or even a mentor or mentee and are trying to help or seek help. We should know to be respectful enough of each other to share our salaries and help each other earn more in cases when we find out that one of us is underpaid.”
“Often times, we simply don’t know we are underpaid, or we are too afraid to ask for more. However, I was only able to really understand my worth by developing relationships with other Black women in my field, who helped me understand my worth. Now, I make sure I help other Black women who find themselves in the situations that I once faced,” Horn adds.
Rebound, Recover, and Regroup
It is so easy to feel defeated when you’re presented with an impossible situation. Dr. Laura Manyweather, the Lead Consultant for TetraCore Consulting, LLC, and WIN Coach, shares a story of a supervisor who failed to see her worth in the workplace and how sometimes it takes taking a step back to fully understand what you deserve.
“As a young lady transitioning into womanhood, I have always run my own race. Unlike other women I created my own lane. There was an expectation of me to ‘get into a lane’ and conform. I always thought outside the box and did things differently.
Within the past 2 years I experienced a Black Female Supervisor that did not offer the respect I deserved. She constantly reminded me I was not a permanent employee; she was only nice to me in front of our colleagues, she never supported my critical decisions for our department, and she did not know how to manage and lead up. At that point I knew I was not respected by this woman and was being PUSHED OUT! I was being bombarded with emails, text messages and phone calls. There was constant berating and gossip when I was not present. I began to keep my ideas to myself and I did not provide input on various projects. I dimmed my light in order to fade to the back and not be noticed. I began to feel sick, unable to sleep and constant headaches. I swallowed my words and slowly silenced my voice, the results were poor indigestion, heartburn and constant abdominal pains. At that time my doctor took me off work for stress. As a professional I had not experienced this type of treatment. I never had to negotiate my respect.
I was no longer happy, and I did not enjoy going to work. When I returned to work, the following week I was called into a meeting and I was blindsided. My contract was ended. At that moment I had various types of emotions, I felt FREE, I was sad I could no longer work with my students, however, I no longer felt weighed down, I called my husband with apprehension and to my surprise and he said, ‘Good, Come on home’. I could breathe again.”
Nothing happens if you don’t ask.
“We are often so fearful of the repercussions of negotiating, requesting promotions, challenging processes, that can cause us to get in our way,” says Kwubiri. “There was a time in my career, when I felt I “wasn’t allowed” to speak up. Funny thing is, no one directly or even indirectly told me that. It was an idea I created. I was worried about being labeled with one of the negative stereotypes that the world often puts on black women in the workplace.”
“What I’ve learned over the years is, nothing happens or changes unless you ask.”
Employers can help close the gap by diversifying and implementing systems that address biases
“There are many conversations and negotiations happening before an opportunity is presented to you,” explains Kwubiri. “Those that manage people and have access to salary budgets, need to take responsibility of the potential gap they are creating/protecting. Imagine, the courage that a black woman has to have to challenge her salary in front of her white bosses, whom have frequently benefited from some privileges. This is not an easy task – black women should be heard and respected for it.”
“I think employers and fellow employees can also step up to help Black women receive equal pay,” Blocker expresses. “Employers can help close the gaps by diversifying and implementing systems and practices that address implicit and explicit bias in the hiring and compensation processes. Colleagues can help Black women employees by serving as allies in the workplace while leaders should step up to help advocate, sponsor, support and promote us on our career journeys.”
FEATURED IN THIS ARTICLE:
Tanya Blocker
Immediate Former President of the Association of Black Women Attorneys
Ezinne Kwubiri
Head of Diversity and Inclusion at H&M
Denise Horn
Director of Corporate Communications at WarnerMEdia
Dr. Laura Manyweather
Lead Consultant for Tetracore Consulting, LLC + WIN COACH