Salary Resources
Research, self-reflection, and advice for success in the workplace.
The Case for Salary Transparency
We believe that a potential employer should adhere to salary transparency. By doing so, they open the door to more equitable hiring practices. And for women of color in the sector, knowing this information on the front-end of the search process, will save valuable time and effort by having the data you need to decide if a position will be a good financial fit for you.
For organizations and potential employers: If you are afraid to be transparent about salary because you know that there is a great disparity between the salary of those in similar positions and the current position you’re seeking to fill, before you seek to hire someone, it is important that you start from the fundamental issues at hand. Work to remedy any inequity already in existence before bringing a new person onto your team.
Salary and Career Research Tips
Check the laws in your state to determine your protections against disclosing salary history.
Do your research: Have you asked your colleagues or other WOC members about a potential employer and the work environment?
Unless your personal circumstances dictate that you must take on a new job as soon as possible, you can take your time to ensure that a potential employer is the right one for you.
How many other people of color are in the department and at the organization?
How diverse is the organizational leadership, including the board of directors?
Comb through your job description and ensure that you are satisfied with it now. Just as with any relationship, you cannot expect for there to be changes after you arrive.
In addition to salary, what are the other perks that you value (PTO, working from home, professional development budget, expense budget).
Go with your “gut.” Don’t second-guess yourself. It is now a candidate's market. Have confidence that the right job is out there for you.
Career Guide
Career Guide for Women of Color
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