Many cities and states have been passing pay transparency laws to help ensure that more job searchers and employees are being fairly compensated for their work.

Creating equitable policies like this can truly help people of color, women, and other historically marginalized communities finally close the huge pay gaps they face. 

Whether you’re on the job search or currently employed, it’s important that you stay up-to-date and learn how to use this information to your advantage. Below are some tips on how to navigate any future negotiations (plus some scripts to help you communicate what you need to know).

For job-hunters: Always be upfront about your salary expectations

Pre-pay transparency laws, I’ve always coached our clients to talk about salary upfront, even as early as their first interviews. 

First, wait for the recruiter or hiring manager to bring it up first and if they ask you what your salary expectations are, ask upfront, “what salary range do you have budgeted for this role?” 

You can then share if your salary expectations are aligned with the budget they have, and if they’re not, you can ask if there’s any wiggle room for the right candidate like you know you are. If they don't bring it up, go ahead and ask what the budget and salary range is before the end of the call.

If you feel there is resistance to give a specific number, you can also ask for a broader range, “Where do you believe I land within the salary range based on my experience and the value that I will be bringing to this role?” And even if the salary is shared in the job description and application process, I encourage you to still negotiate for the compensation package you deserve. 

Don’t overthink it and let go of the idea that asking about money is a taboo thing to do so early on in the application process. Being upfront and honest about salary expectations is a great practice to help save you and the employer’s time, and to ensure that you find the right role that meets your financial needs and the market value of your expertise and experience.

For currently-employed folx: How to negotiate for more when you’ve been lowballed

Knowledge is power and having more pay transparency can empower those who are currently employed to negotiate and move towards the higher range of a salary band in their current role. 

It’s common for companies to give offers with higher compensation to new hires over promoting internally and rewarding employees who have more tenure or experience, so if you see any discrepancies get curious and ask about it! 

If your current employer claims to care about Equity and Inclusion then you can use this knowledge to your advantage by asking for a pay adjustment if you see a similar job listing for your existing role with higher pay. Keep it positive, be direct in pointing out any gaps you see, and ask them to support you in reaching pay equity by having your salary adjusted to the high range of the market value.

Just like any other negotiations, ask for clarity on the process to get a pay adjustment and be ready to show the receipts of all the value you already bring to the company, clearly share your qualitative and quantitative achievements, and get the conversation started. 

Know that you’ll likely be getting pushback and delays as many employers are going to be trying to navigate creating new processes for this new law, and don’t stop asking for next steps to get the pay you deserve. Negotiation is a series of conversations so don’t get discouraged if it doesn’t go as smoothly the first time.

This screenshot is from a Real You Leadership client who celebrated their promotion after a year and change of standing their ground and self-advocating. 

They never stopped advocating for themselves, did the work to manage upwards, got outside advocates, asked for clarity and advice to get that long overdue promotion, no matter how challenging it got.

That persistence and commitment to oneself is what we want for every single WOC who comes to work with us. If you’re looking for a guide and community to keep you accountable to your goals while remaining authentic to your values, join here.

Leadership & Negotiation Coach for Women of Color in Technology|Founder|Workshop Facilitator, Speaker & Trainer

Nadia’s career and leadership expertise has been featured in CNBC, HuffPost, FastCompany, New York Times Kids, and The Muse.

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