#10: Closing the gender pay gap: how to negotiate more pay and what this means for your money with Katie Donovan

Katie Donovan is one of the leading pay-equity experts and advocates in the US.  She innovated and authored the widely praised and quickly adopted restrictions on the common question of salary history in hiring and compensation decisions. In doing so, she proved the processes are biased. Katie's innovation has led to 34 laws and executive orders within four years to be passed on the state and local levels.   And more importantly for women to earn starting salaries that are 8% higher and Black job changes to earn starting salaries that are 13% higher where such restrictions exist. Since 2011, Katie has been consulting with individuals on negotiating their pay and on changing the processes within their organisations through her firm Equal Pay Negotiations. Katie's roles in the fight for pay equity have included founding member of the Massachusetts Equal Pay Coalition and advising pay-equity advocates on strategy, tactics, and testimony throughout the country. Katie has spoken and conducted workshops on equal pay, salary negotiations, and unintended biases in hiring at hundreds of venues including Harvard Business School, Massachusetts Institute of Technology, the NASDAQ. She is a sought-after commentator on pay equity and women in business including the BBC and CNN. We cover the following in our conversation: Why are you so passionate about this topic? What are some of the challenges or difficulties women and minorities face when it comes to negotiating a fair salary or a fair package? Systemic bias: what is it and how is this holding women back? What are the implications for women and their net worth? What is negotiation and why is it important? How can women prepare for a salary package negotiation? What are the key steps they need to take to be ready? If you experience discrimination or unconscious bias when you're negotiating your salary or package-what can you do? What is the gender equity gap and what can women do to close it? What can employers do and who is getting this right?