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Discuss some of the elements in women’s approach to power, negotiation, and risk-taking that may lead to them earning less than men in similar jobs. What strategies can both women and men use to use power, negotiate, and manage risk effectively? Support your discussion with cited evidence from the course materials and scholarly sources.
The gender pay gap is partly attributed to systemic differences in how men and women approach power, negotiation, and risk-taking, often influenced by societal gender stereotypes and the resulting social backlash against women for exhibiting "male" traits (Result 1.1, 4.4). These differences, though often small, compound over a career leading to significant earnings disparities (Result 2.2, 4.3).
Several elements in women's approach and the response they receive from others can lead to lower earnings:
Lower Propensity to Initiate Negotiation: Research consistently shows that women are less likely than men to initiate a negotiation for a higher salary or compensation (Result 1.1, 1.3, 1.4). Even minor gender differences in initiating a negotiation at the start of a career can result in substantial lost income over a lifetime (Result 4.3).
This effect is particularly pronounced in ambiguous situations where the opportunity to negotiate is not explicitly stated (Result 1.4, 1.5).
Fear of Social Backlash: Women often anticipate and fear the negative social consequences of being assertive or aggressive in a negotiation, which are behaviors that align with the male stereotype but clash with the "communal" female stereotype (Result 1.2, 1.1, 4.4, 2.2).
This fear of backlash mediates women's behavior, leading to quicker concessions and less assertive negotiation strategies when negotiating for themselves (Result 4.4).
Lower Entitlement and Compensation Expectations: Studies suggest that women often enter negotiations with lower pay expectations and tend to undervalue their worth compared to men (Result 1.2, 4.2). This lower expectation can become a self-fulfilling prophecy.
Negotiating for Others vs. Self: Women often negotiate as assertively and effectively as men when they are advocating for others (e.g., employees or an organization), as this is seen as a communal, gender-congruent role. However, this assertiveness is significantly reduced when negotiating for their own salary (Result 4.4, 2.2).
Risk Aversion and Competition: Women, even high-performing ones, have been found to be less likely than men to choose a competitive or "tournament" based payment scheme, potentially forgoing higher earnings (Result 2.1).