Jacky leads MediaVision’s content strategy, bringing a decade of experience delivering performance-led content for some of the UK’s biggest high street brands.
Jacky is a Search n Stuff speaker, is regularly featured in industry publications discussing trends shaping the UK business sectors, and shares insight on retail and search trends on LinkedIn.
As a non-conventional presenting, non-binary, and LGBTQ+ person there have been more than a few moments in my career where I’ve had to ramp up my internal pep talk.
Women and minorities often navigate questions of identity and self-worth before they even step into a meeting room. That’s why salary conversations can feel so daunting. It’s not just about money, it’s about confidence, visibility and feeling entitled to take up space.
If the thought of asking for more makes your palms sweaty, I’ve been there. But the toughest negotiations usually happen in our own heads long before they happen across a desk.
Stop waiting to be noticed
Many of us were raised to believe that if we work hard enough, recognition will follow. Unfortunately, that’s not the world we operate in.
Today’s professional landscape is shaped by competitive job markets, personal branding and loud self-promotion culture (looking at you LinkedIn). In that environment, quiet competence can easily be overlooked.
To get what you’re worth, you have to treat your salary as a business transaction. Remember you aren’t asking for a favour or being demanding, you’re simply asking to be paid for the tangible value you’ve already delivered.
Tell your imposter syndrome to take a break
All it takes is a quick Google search to see the overwhelming statistics on how imposter syndrome disproportionately affects women and minority groups.
That voice in your head telling you to second guess yourself? She’s not going to help you during a salary negotiation.
Treat her like a noisy passenger. Acknowledge she’s there, but turn the volume down. In this situation, it’s way more beneficial to let data take the wheel.
Three things to do before asking for a raise
Before you book in a meeting, collect your receipts
Tech is data-driven; your salary discussion should be too. Keep a record of every win, positive conversation, result, project outcome, happy client, team shoutout or personal success in a folder so you can refer to it when you need to. No one else is going to remember these things but you.
It makes it much easier to gather the evidence you need to prove your point. For example:
- Have you moved the needle for the business or your department?
- Have you optimised workflows, reduced repetitive tasks or saved the company time and resources?
- Have you developed new skills that have improved output or expanded your team’s capabilities?
Benchmark yourself against the market
Don’t guess your worth. Use industry recognised platforms to see where you sit. Knowing the median for your role and years of experience gives you the ground you need to stay confident. Choose a realistic target range and be prepared for discussion. Negotiation is normal, not confrontational.
Master the art of timing
Context is everything. The best time to ask for a raise is immediately following a successful project, after you’ve taken on additional responsibilities that weren’t in your original JD, or after a positive annual review.
If there isn’t a natural event coming up, simply request a catch-up and say up front that you’d like to talk performance and career progression.
Dos and don’ts of the salary conversation
Do:
- Stay positive: Keep the conversation focused on your future with the company
- Present neutrally: Lead with the evidence you’ve collected
- Back yourself: Use I statements and own your wins
Don’t:
- Complain: This isn’t the time to air grievances about your workload or colleagues
- Make it personal: Avoid talking about your personal expenses
- Give ultimatums: Never threaten to leave unless you actually have another offer in hand
Remember that a no today isn’t a no forever
What’s the worst that can happen? They say no. If that happens ask for a roadmap. Ask what specific milestones you need to hit to reach the next salary bracket, ask for a meeting again in three months to review progress, and get clarity on what next steps are.
It’s always a good idea to follow up on this in writing so that you have a record of your conversation.
You’ve got this
Remember you’re on a rock floating in space, or whatever motivational quote resonates with you. So collect the data, take the meeting and present your case. You deserve to be recognised for the work you do.
