Money matters, it’s cool to be good with it

After season one of Netflix’s Drive to Survive, ESPN saw a fifty percent uptick in the number of people watching Formula One. We were two in that camp, addicted to the drama, humanity, David and Goliath battles, and an anomaly of the sport that makes your teammate your biggest competitor.

How is F1 relevant to an article about money? Because they both suffer from unfair stigma. Ask us five years ago what we thought of the sport, and we’d have said, ‘it’s a bunch of cars racing around in a circle’. How wrong we were. And how wrong you are if you, like 45% of women, think money isn’t for you.

Women are socialised to avoid money

Over the last 100 years, women have gradually been granted access to the financial systems that rule our world. The right for women to work, earn equal pay, apply for credit, and be a financial decision maker, are all relatively new. These rights were hard won – the patriarchy didn’t roll out the red beige carpet, throw a welcome party, or hand over the jargon-riddled user manual.

We may now have legislated equality, but laws alone don’t change deeply ingrained money biases. Girls receive less pocket money than boys, and parents are less likely to teach girls about investing; we pay a 50% ‘pink tax’, and so on. This probably explains why the finance world still feels so foreign for many of us. That’s even before considering the myths about women and money, myths that have prevailed despite being well and truly disproven:

Women are big spenders: despite earning less, we save more.
Women aren’t good investors: we outperform men.
Girls are bad at maths: there’s no cognitive difference between sexes.

Women are actually excellent at money 

In a Drive to Survive style revelation, it turns out that women are very good with money. We are so good at it that we’ve managed to earn, save and grow it despite the lack of access to financial systems. Throughout history, we have found creative ways to build financial security. Here’s to the spinsters taking on low-paid labour, the hidden brains behind some high-profile male investors, and the well-accessorised who use jewellery as a source of accessible wealth.

Turns out, most of the things you believe about women and money are probably incorrect – unless you already think that we are better than men when it comes to saving and investing. Because we are, it’s there in the research. Don’t get too much of an ego though, because our differences are actually beneficial. It means we avoid silly risks and take a curious and pragmatic approach to achieve money goals over time 📈. 

Let’s get greedy 

The word ‘greed’ has come up a lot since our PowrUp episode on negotiation. When we’re socialised to ‘take one for the team’, it’s easy to feel selfish when we demand what we deserve. 

The gender pay gap is still a defining feature of modern economies, so damn right, we should want more. We still don’t have enough. Congrats to the handful of women who tuned into the podcast, then immediately put their mouths where their money should be and negotiated your pay. You’ve already increased the earnings of this community by tens of thousands of dollars, and we applaud you #WomenOfAction. 

If you’re concerned about being perceived as greedy when negotiating, pause to remind yourself that you’re the gender at the wrong end of the pay gap. Then take a deep breath and do it for yourself and the sisterhood. 👊

It’s time to take control

Taking control of your money means taking control of your life. Too many women still waive their participation in long-term financial decisions, and in a surprising twist, millennials are even more likely to hand the reins over to their husbands

We fought hard for those rights, and half of us abdicated them. 

We’re not trying to make you feel guilty, but opting out has long-term consequences for your financial security, especially when life takes a surprising turn. Learning the basics takes so little time. It’s worth handing over some household load, so you have time for finances. Sound familiar? Yes, how we operate in our houses mimics the workplace; we get stuck with invisible work when we should be contributing to strategy. 

Progress, not perfection

It really, really doesn’t matter what money mistakes you’ve made in the past, what opportunities you’ve missed, or how little you know; money is one of the few things in life that rewards you threefold for whatever effort you put in. And it’s never too late to start learning.

30 second action:

Organise a money date – it takes 30 seconds to send out a calendar invite to some friends. Then all you need is yummy food and drinks and these free conversation cards we helped create, to get the conversation flowing. Already good with money? Great, you’re perfectly positioned to shortcut the journey for other women.

How to be your own hype girl: The art of self-promotion

Do you suffer from FOIY (Fear Of Introducing Yourself)? Ok, the acronym isn’t a thing, but the fear really is. We’ve all been there, that moment when someone asks, “so, what do you do?”. Cue: a mind as blank as the faces that turn to stare at you.

Before your brain starts dishing out excuses for your inability to articulate your value: No, it’s not bragging. No, your work alone won’t prove your worth. Yes, you do have something important to say. Yes, people will think you’re more interesting if you (succinctly) tell them why they should.

Thanks to ‘likeability bias’, women are less likely to promote themselves. We expect men to be assertive; it feels natural when they partake in self-promotion – but when we try it on for size? It doesn’t quite fit. We are socialised to be kind, amiable, and pleasant. Those of us who stray too far from these delightful adjectives are labelled with even better ones like ‘passionate’, ‘intense’, ‘loud’, or ‘aggressive’. *wince*

In a classic catch-22, our lack of self-promotion is also responsible for the perception that we are less ambitious and decisive than our male counterparts. When we don’t articulate our value, we lose out on promotions, raises, and investor backing. Less than 2% of venture capital funding went to all-female founding teams in 2021. Yep, more bias.  

Your work may be excellent, but it’ll never be excellent enough to speak for itself

Systemic bias feels like a big topic to tackle, but hey, why not? Women have successfully changed hearts and minds regarding marathons, elections and credit cards; compared to that list, likeability seems an easy win. Just like the leaders before us, we have the opportunity to rewrite the self-promotion playbook and make it work for us. Unlike many of them, we can do without fearing anything but failure. So, put on your powrsuit because it’s time to sell like a girl:

LinkedIn: yes, we still hang there

LinkedIn can be a toxic mess of self-aggrandising and #BoastPosts. However, ‘quirks’ aside, it’s is a great place to build a profile (and following) by sharing relevant news or a recent experience – personal or professional. Put simply: it’s a must for personal brand management.

Like most platforms, LinkedIn is just a blank canvas – people make it what it is. Your future community are scrolling through their feeds, looking for inspiration and information. These people can help you get where you want to go, so tell them what you’ve done! Authentically share your successes and stories. Be visible, be genuine, be you. Let’s add some Big Female Energy to LinkedIn.

Powrsuiters showing us the way are Anna Parker, Candyce Costa and Samantha Gadd.

Rehearse your elevator pitch

People are busy; they want to understand who you are (and why they should care) in under 60 seconds. An elevator pitch captures what makes you uniquely you – and hints at what you can offer. 

Don’t have a pitch yet? It’s key to building networks (we know you’re networking now!). Think of it as a ‘short and sweet’ description of who you are, what you do, and what you’re working on. Once you have yours down, you can roll out a variation of it in any situation (cue: nodding heads and smiles). Kristen is the PowrPitchTM  master, so we’ve broken down her five components to provide a template for yours:

  1. Intro: Hi, I’m [your name here].
  2. One liner: I’m a [journalist, connector, problem solver, leader].
  3. Superpower: I get out of bed to [grow startups, simplify complex challenges].
  4. Evidence: Recently, I have [delivered an incredible project, solved a problem, or achieved a thing].
  5. Ask (optional): Right now, I’m looking to [find a new job, launch a new business, learn a new skill, meet new people].

Put it together and keep it short, sweet and conversational. You have our permission to switch up words and make it your own, but keep from going over 60 seconds. Struggling? Nail your superpower by asking friends and colleagues what they rely on you for. Make sure you also keep a running list of 2-3 success stories you’re proud of, polish them all and switch up your evidence depending on the situation.

You can (and should) be proud and excited; people are genuinely interested in hearing about the cool things you’ve done. And practice makes perfect, so test your pitch on friends, family, and the people in the elevator beside you – it’ll take a few tries to get it down. With that in mind, Kristen and Nat have volunteered to share theirs:

Hi, I’m Kristen –  a leader in the startup space. Solving problems at scale is an incredible place to be. I was a co-founder at the investment platform Hatch, and we’re immensely proud of its impact on Kiwi wealth building. After we exited to FNZ, I caught the bug to start something new with my co-founder Nat. We’ve just launched Powrsuit, a platform for women to amplify their impact as leaders. We’re currently learning about where we can have the biggest impact.

Hey, I’m Nat – a serial founder with a mixed bag of successes. Most recently, I co-founded Hatch to change the wealth stories of New Zealanders. An epic four years later, Hatch was acquired by FNZ, and it was time for the next challenge. When we came up for air, the lack of progress in workplace gender equity was glaringly obvious, so Kristen, my co-founder and I started Powrsuit to solve the problem at scale. Powrsuit is a platform for women to amplify their impact as leaders. Right now, we’re working on our first product.

30 second action:

Write a list of personal and professional accomplishments over the past 12 months. This will help form your elevator pitch (and remind yourself how fabulous you are!). Mega bonus points: Deliver a practice elevator pitch to a friend or record/write it and send it to us (go on, do it, we shared ours!).

Quotas work. Let’s scrap them.

Last week, Nat was at the UX NZ conference – a two-day event jam packed with ideas, inspiration, and something that’s now become very normal. Being in a hall full of people is nowhere near normal these days, so what felt strangely ordinary? The incredible diversity of speakers. 

Those who’ve been around the block a time or two will remember the good old days when the word ‘conference’ was synonymous with manels and single-sex speaker lists. Change didn’t happen by chance. Many of us wrote to the organisers of different conferences asking where the women were, others curated contact lists for those who found it ‘too hard to find female experts’, and yes, some publicly named and shamed. As a result, many conferences introduced quotas. 

Quotas work. 

It’s been proven time and time again. From Fire Departments to Parliaments, quotas have increased the representation of everyone apart from white men. Increased representation has, in turn, led to better retention, productivity and profits. It’s a no-brainer, and, like most habits, once established, quotas become unconscious. Diversity becomes the norm.

But, we should scrap them.

Humans suffer from loss aversion, which has made quotas extremely unpopular with one dominant group. It’s hard to have things taken off you, and removing half the familiar seats at the table is no small thing. The loss felt by many men has led to a crisis that some of us, as beneficiaries of colonialism, might also suffer if we were forced to give up advantages we lucked into. 

As empathetic leaders, it’s not good enough to laugh off the misfortunes of the pale and male. And frankly, we’re tired of maintaining a straight face while explaining that the over-representation of one group at the top disproves the ‘best person for the job’ argument. So let’s get rid of quotas. Let’s stop putting the burden on minorities to justify their rise up the ranks. 

The pitch for a quota-free world

The problem with quotas is they’re a cop-out. They shriek of charity – of creating space for representation just because. At a time when women leaders are quitting in their highest numbers ever because they feel unrecognised, organisations looking for healthy talent pipelines need to act. So let’s flip the script and ask, ‘what do organisations gain through diverse leadership?’ An incredibly valuable variety of skills, experience and knowledge, that’s what.

Instead of mandating, say, a 30% quota, why not instead identify and seek out the unique qualities that women bring? Yes, nature and nurture do have an impact on the skills, opportunities and experiences of different groups – that’s why we call it equity, not equality. Off the top of our heads, we can think of a few vital characteristics predominantly found in women, yet we rarely see them recognised in job descriptions or performance reviews:

  1. PerspectiveWomen control 85% of household spending, so they’re probably responsible for the decision to buy most products and services. Having members of a business’s target market on the leadership team gives them a head start in understanding their behaviour (and avoiding embarrassing faux pas).
  2. Empathy and connection: While studies show that gender may not impact overall emotional intelligence, it does affect the skills that make it up. Men outperform women in assertiveness and confidence, and women beat men in empathy and interpersonal relationships. Want an engaged workforce? Seek out these traits when filling leadership positions.
  3. Culture: Men are more likely to make ‘visible’ workplace contributions, like attending optional meetings, while women engage in ‘invisible’ and time-consuming activities like mentoring,  organising social events and DEI initiatives. Umm, how are these activities invisible? They’re the key to a strong culture, especially in a hybrid world. They need to be recognised as the vital contributions they are.

Yes, we’re being slightly tongue-in-cheek about quotas. Again, for those in the back seats, they work. But quotas aren’t a checkbox exercise; they are a tool for improving organisational performance. Top talent should be recognised, not tokenised.

Let’s use smart tools to remove bias from job ads, review the leadership traits that are advertised for, and seek strong collaborators and communicators. It’s time to redefine connecting as a skill, not a social club task.

Rather than force women to justify their right to the seat they’re given at the table, let’s challenge ourselves as leaders to do the work of defining why we deserve to be there.

30 second action:

Take note of the ‘invisible tasks’ you do to keep your workplace culture humming – mentoring, celebrations and social activities, cards and gifts, snacks, conflict resolution, playing therapist, and diversity education. At your next 1 on 1, include them in your list of valuable contributions.

It’s time to make home life work for you

In the middle ages, unmarried women had a harder time finding work. They were relegated to low-value jobs like spinning wool – and that, Powrsuiters, is why the term ‘spinster’ exists today. 

Modern women have very different prospects than their medieval sisters. These days, men are the main benefactors of marriage – even if many are oblivious to the health and happiness they gain. Their wives? They’re statistically worse off – even if society refuses to believe it. Those sympathetic assurances that your single friends will ‘find the right man one day’? They’re being directed at the happiest group of all. Our favourite RomCom could have been called She’s Just Not That Into You.

Navigating the complex world of household chores is hard, and not all of us are lucky enough to be single or in a relationship with another woman. 😉 Many Powrsuiters find themselves with a partner who ignored the warnings to stay away from career women and married anyway (#HopesAndPrayersForHusbands).

If you’re a man, you should probably get married; if you’re a woman, don’t bother.”
Paul Dolan, Professor of Behavioural Science.

It’s time to make home life work for you

When Jacinda Ardern, Prime Minister of New Zealand, resigned, many assumed she walked away to spend more time with her 4-year-old child. We’re still waiting to hear the same rationale applied to a male politician who renounces their position. Neve is a gorgeous wee girl, but the double standards faced by working women and men are anything but. 

Many Powrsuiters have experienced the challenges of juggling the personal and professional firsthand. Last week, we spoke to an executive coach who works with a select few high-performing executives. While you’d assume the biggest challenges facing this group would be their immense workplace responsibilities, her recent sessions with a top-tier director have instead focused on negotiating household chores with her husband. 

Another conversation last week reinforced what we already know; household demands negatively impact women’s careers. In the middle of a (second) glass of wine at a lovely Auckland, NZ bar, an ambitious Powrsuiter announced that once women had children, it was unrealistic to hope their careers would stay centre stage. 

So this week? We’re taking action.

Maybe women can’t have it all. Perhaps we don’t even want to. But what we can hope for is a better work/life balance. So join us to defy the stats, and create a home life that re-distributes the workload, so that we can reach our career goals, whatever they may be.

Behind every great married woman is a partner who shares the load

No one (apart from Nat) enjoys cleaning. No one (including Nat) wants to do the dishes. But these chores, alongside many others, still need to be done. However, how they are done is totally up for grabs. We’ve picked the brains of experts and professional women and pulled together three approaches to fairly divide the mental load to free up time for the things that matter (pssst. That’s you).

Pay to make them go away

During Anne Elder Knight’s Growing Greatness programme, she asks participants to list all the chores they have on their plates. Then, she asks them to identify the ones they can pay other people to do. Yes, we understand there’s a level of privilege in the ability to outsource your chores – but if you do have spare cash, outsourcing could be your best investment. If money is tight, a short-term arrangement can be enough to buy some sanity – consider paying for a helping hand during stressful seasons.

Divide out the doing

If we had a dollar for every time we heard that women are naturally better at multitasking, we’d be on a flight to Hawaii. Incidentally, women are not better than men at seeing mess either. What we are good at, however, is taking on the role of project manager and doer at home. But we don’t need to. Are you in a relationship with someone who is pathologically unable to remember school trips, appointments, gifts, or the shopping list? Then it’s time to stop trying to make them. Instead, split household roles into two: you can embrace the role of project manager and make sure the house runs like clockwork – but leave all the doing to your partner. Yes, it’s time to walk away from the dishes, washing machine and vacuum.

Own the task

Instead of breaking chores down by role, why not break them down by task? Grab your partner and a glass of something yummy, and create a complete list of everything required to keep your household functioning (or take a shortcut and buy this great game). Divide the tasks fairly between you and agree on the minimum standard you expect for each – i.e. do you really have to iron your pillowcases? Your tasks become your (or your partner’s) responsibility to complete from planning to execution – yep, the whole shebang. Remember to schedule regular check-ins to review and reshuffle work as required.

30 second action:

Invite your partner (or yourself) on a planning date. Change starts with understanding the status quo, so use this date to get clear on who’s currently doing what. Bonus points if you challenge yourself to determine whether it’s a fair division.

Got a seat at the meeting table? Raise your voice

In the 1960s, executives spent less than 10 hours a week in meetings, leaving plenty of time in the workday for 3-martini lunches 🍸. Fifty years on, and in a classic bad news/good news scenario, long lunches have become as rare as housewives shooting birds

Women may now have a seat at the table, but it’s not always a comfortable one. Modern meeting culture was established half a century ago when women were still fighting for their place on the lowest rungs of the career ladder. In the years since, despite incredible technological and social advances, the biggest change made to meetings seems to be the amount of time we spend in them

While forward-thinking companies pave the way for a future free from back-to-backs, women face a present challenge. In ‘Women at Work’, a 2014 Harvard Business Review study, over half of the women surveyed reported being less effective in meetings than in other work situations. According to research by Catalyst, hybrid work has amplified the problem of women’s struggle to assert themselves. They found that 45% of women leaders said it’s challenging to speak up in virtual meetings, and 20% said they felt ignored or overlooked by workmates during video calls. 

While everyone agrees there is a gender problem, they disagree on the cause. Men interviewed for ‘Women at Work’ put the issue down to women not speaking loudly enough, not finding opportunities to break into the conversation, defensiveness, and apologising too readily. While these critiques can be easily explained by women’s attempts to avoid backlash by navigating expectations of how they should act, other insights can be actioned. 

And act we should. While it’s easy to get rattled when you feel drowned out, we can’t afford to sit back and wait for the world to wake up to the value of our input. We can and should use well-known strategies and techniques to establish our leadership presence at the table. Over the next few weeks, we’ll all be spending a lot of time at another, more food-laden table, so this could be the best time to get practising: 

Project confidence 

Our words have far less impact than our body language. If you’ve watched history’s greatest speech, read the transcript for a stark display of how words alone aren’t nearly as powerful as Martin Luther King’s masterful delivery. 

You have more control than you might think over the image you present to the world, and people respond to the confidence and authority you project. Those who lack confidence tend to shrink – so in meetings, do the opposite. Lean over the table or back in your chair with your shoulders relaxed. Place your arms on the table slightly away from your body and avoid fidgeting nervously with a pen (or nails and cuticles like Kristen and Nat). 

If you’re unsure how to authentically modify your body language, there’s a simple way to figure it out. Next time you’re in your element – hanging with close friends or family – take note of how your body moves. How you walk, sit, gesticulate, maintain eye contact, tone of voice, and show active listening. That’s the presence you bring to your next meeting.

Don’t be too humble

There’s a moment in most meetings where everyone gets a chance to contribute; during the introductions. While it can feel uncomfortable, this is your opportunity to make it clear that you belong. Women tend to undersell themselves, so don’t be fooled by the casual nature of a meeting intro. Practise yours because you have 10 seconds to assert your credibility and establish what you want from the meeting. 

You can make subtle changes to convey confidence during meetings, even if there are no upfront intros. Be more direct by cutting the “maybes” and “what ifs” and swap sentence starters like “How about…” with “I strongly suggest…”. 

Master the pre and post-meeting

While it’s tempting to see meetings as an interruption to your real work, it’s potentially more valuable to reframe them as your real work. Rather than racing in and out, act more like men and build in time at either end to get a good seat, chat with colleagues and build allies. Force yourself to have a buffer by updating your calendar settings in Microsoft or Google to block out 15 minutes on either side of every invite.

Meetings before meetings can also be where real value can be created. Before you go, you should have a good idea of what a successful outcome is (a decision?) and the specific value you can add. Informal conversations allow you to test ideas and garner support, making it easier to take an active part in the conversation once the meeting kicks off. 

Pre-meetings can be as simple as a shoulder tap followed by a question or two, or a quick email to share relevant information. Again, your calendar is your friend – lock in prep time so you prioritise it.

Know the facts

Building a well-formed argument is a powerful communication technique for a leader. You’ll project confidence if you do your homework and go prepared. Counterintuitively, preparing to ‘speak spontaneously’ is important. Write down some things you want to discuss. 

Plan to be rattled

Manterrupting is a thing, and it will happen to you. In fact, during fast-paced meetings, you may be challenged or interrupted, but that doesn’t mean your voice isn’t important – it could come down to different communication styles. If interruptions throw you, you should prepare for them. Here are some one-liners you can jot in your notebook ready to roll out in the moment: 

  • “I haven’t finished my thought and can’t wait to hear what you think about it.”
  • “I’m curious about your response; I’ll finish my point, and then I would love to hear your thoughts.”
  • Feeling confrontational? Kamala Harris used “I’m not finished talking” during the 2020 US Vice Presidential debate

In a video call, you can also raise your digital hand ✋to let other participants know you haven’t finished yet. The same hand also works if you have a point to make but struggle to cut in.

Your voice earns respect

Everyone hates meetings, but while they continue to play a critical role in our work, it’s worth making them work for you. If you’re in the meeting, you’ve earned the right to have your say in the policies, strategic direction or culture of the organisation you work for. So, put your imposter syndrome aside, and have your say. 📢

30 second action

Amplification is a tactic that was popularised by female Whitehouse staffers under President Obama. When a woman made a key point in a meeting, another woman would repeat it and give a nod to the source. The tactic worked – it prevented men from claiming all ideas as their own, and men, including Obama, began calling more often on women and junior aides.

For allies and overachievers: when you next spot a woman at the table with something to add, take your lead from an example in ‘Women, Find Your Voice’ and create a safe space for her to speak up.

Mind the pay gap

You know about the gender pay gap; worldwide, women only make 77 cents for every dollar men earn – with The Nordic Region and New Zealand considered the most gender-equal, closing in on 90 cents. What you might not know is the actual dollar figure the shortfall represents. 

We hope you’re sitting down. Lower salaries, alongside other gendered financial setbacks (caregiving, divorce), mean you risk missing out on hundreds of thousands of dollars by the time you retire. Generally, women hang up their powrsuits with 30% less in their nest eggs, then have the financially dubious advantage of living longer. Suffice it to say; the ‘retirement gap‘ hits hard.

Women can find it hard to put themselves first, but when it comes to money, we have to. Not only do systemic factors conspire against us, but we unknowingly conspire against ourselves.🤦🏼‍♀️ Many of us are guilty of choosing to conserve money (saving, budgeting), over growing it by maximising our pay and investing the proceeds (stay tuned for a future powr edition for the latter!).

Have you ​​ever (incorrectly) assumed that if you do well, your performance will be recognised and rewarded? It’s ok; we’ve all been there! Salary secrecy means organisations can pay employees what they’ll accept, not necessarily what they deserve. While organisations are still (knowingly or unknowingly) paying different amounts for the same job, it’s up to you to ensure you receive a fair market rate for your contribution.

Because you’re worth it

Researchers have found that women underestimate their value across every industry and level. In a famous university study, students were given the same work and asked to pay themselves what they thought was fair. Men paid themselves 63% more than women. In another experiment, both genders were paid a fixed amount and asked to work as much as they thought was equitable. Guess who worked longer, harder, and did more accurate work? 💃🏻

Data from tech job search platform Otta recently revealed that women candidates suggest between 7-10% lower salary requirements than men – no matter the role or level of experience. Researchers explain that pay expectations come from a different sense of entitlement and self-worth. Thankfully there’s a solution.

Flash your cash

When women know what others are being paid, pay gaps have shown to disappear. In the same university study, another group of women were given fake data on payments to past study participants. Unsurprisingly, after viewing the data, women expected the same as what the male participants had received. Simply by knowing what others make, women are in a stronger position to peg the worth of their work and demand equal pay.

Organisations like Mind the Gap in NZ are celebrating companies committed to pay gap reporting. Also doing great work on salary transparency for our Kiwi Powrsuitors are our friends over at The Curve

In structural attempts to right pay wrongs, legal moves are bringing income into the open. Many US states are passing laws requiring employers to disclose salary ranges in job postings or after the first interview. And some Aussie banks are reinvesting some of their super-profits in removing pay secrecy clauses. Are our eyes watering from those earnings or pride in their attempt to create a ‘more inclusive Australia‘? 😉 Sadly, many organisations are struggling to act in good faith with new regulatory requirements, proving that women can’t rely on structural changes to solve the problem. 

By December, all women are effectively working for free. Global pay gaps between 10-23% mean that the average woman is only paid between 281-332 days out of a total of 365 days. With hundreds of thousands of dollars on the line, this week’s action could be more valuable than winning the lottery.

30 second action

Knowing the fair market value of your work is as easy as it is important!

If you work in an organisation with transparent pay policies, just ask to see where you sit. If you don’t, you can still search your local job market for your salary benchmark with Hays (Australia and NZ), Robert Walters (Global) and Glassdoor (Global), or if you are job seeking, try this hack.

You can, of course, always ask people in similar roles what they’re paid (gasp).

Learn how to negotiate your salary

In episode 1 of the PowrUp podcast, Nat and Kristen share their top tips for negotiating your salary. Learn how to be confident, prepared and calm and get what you deserve:

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