I recently discovered I’m being paid less than male colleagues in similar roles. How do I address pay inequity without risking my position?
First, take the emotion out of it and move into strategy. You are not walking into that conversation to complain, you are walking in to advocate with facts. Gather your data. That includes salary ranges for your role, internal comparisons if you have them, and a clear record of your contributions, results, and impact. This is where documenting your wins becomes critical. I also recommend practicing the conversation with a trusted advisor or coach. If you need a few simple steps, watch my navigating difficult conversations video on my Level Up with Coach Lani YouTube channel.
Then, request a meeting focused on compensation, not a casual mention in passing. Position it around alignment. You can say that after reviewing market data and reflecting on your contributions, you would like to discuss bringing your compensation in line with your role and performance. Keep the focus on your value, not just the comparison.
Also be clear on your number before you walk in. Not a vague request, but a specific range. And understand this is not just one conversation. Sometimes it is the start of a process. If the answer is no or not now, ask what needs to happen for that adjustment to be made. You are gathering information and creating a path forward, not closing a door.
