@garli @meaghano @Allison - in all fairness: if our nearly all female recruiting staff and the one woman on that team (who screened people, coordinated with the recruiters and did a lot of the interviewing) weren't able to find many woman candidates, was my team's problem our a function of a our society that doesn't encourage women to pursue STEM careers? In my engineering classes in college there were often only 3-5 women.... Just saying... -M P.S. I also gleefully fired about ten sexist nerd bros 30 days into my tenure, so, again.....
@peutetre But ultimately you have to make a case for salary based on the value YOU'RE delivering, you can't necessarily replicate what someone else is doing. If I'm evaluating you for a bonus, raise, etc., the argument of "I've been here longer than sally, or I have more education than John" are "okay" arguments, but they're not really what I'm looking for. You need to tell me what YOU did that's especially value and equate that to a higher salary. For instance I can recall one time when one of my directs pretty much waltzed through his bonus review with ease, and had a great case for me giving him a raise. Why? He came to me with a proposal that tacked on about 20% to the profit margins of his group, and he stepped up to work on a bunch of cross organization projects (some of which were his idea). It was a no brainer. Another of his co-workers did something similar by bringing in a bunch of new business and really improving the quality of her operations. If you look at the list of people and see someone making more, knowing that John did X and he makes more is only "kind of" valuable. Ultimately you need to show initiative and articulate a case for the value that you bring to the table that JOHN DOESN'T - that's how you distinguish yourself. You don't need to know who makes what. You just need to know the range management is willing to pay, then you work on your case and engage with leadership to learn what else you can do. Especially since performance trumps education, tenure, etc., (in most private sector white collar roles at least) - and honestly, if your management isn't willing to engage with you to give you feedback on the things you want to do to earn pay bumps the org sucks and you should look for another job. -M
@Jake Reinhardt that's a fair point to a degree, but if we say no one's experience should decide support for/against an issue, then we can't use anyone's opinion, period. That being said: having been in the consulting business for over ten years and with a variety of companies + the above is largely based on a time where I spent six weeks arguing with c-level executives of a publicly traded company to get the women in my group paid fairly, had an eight figure payroll, operated in five countries, had over ten different teams under me, and was tasked with solving the primary issue of wage fairness, morale, etc., I think my opinion is a bit more informed than most, no?
@Josh Michtom@facebook before I took over that division salaries were all over the place as there weren't any guidelines, I think guidelines keep people in check. If you know you HAVE to pay within a certain range for a certain role, and you do a good job of setting a fair floor for salaries, you avoid a lot of BS. But ultimately it comes down to fair and honest management. As I said - everyone know what everyone made before I got there and it didn't do anything to advance the cause of fair pay, especially for the women in the group (at HQ especially). Side note: the guy I took over for went to another company and was promptly fired for sexual harassment.
@manda I comment on this below. Also, if nearly everyone in the office is white and came from upper income backgrounds, the privilege field is pretty level.
Hello - 1st - thanks for reading 2nd, a couple of notes: - During the time I ran that business, the one woman on the team ran a lot of our recruiting and hiring, (if she didn't think you were good enough, you weren't getting hired) and she definitely tried to recruit more women. Unfortunately during my tenure at that role, I think we interviewed, one, maybe two women down in California. At HQ it was a lot better, my "right hand" so to speak was a woman, as was my top manager below her and when interviewing for my "right hand" I helped to get the other two women who interviewed hired by my peers. Trust me, it wasn't intentional. 2) I'm a 200 lbs Black man who still looks like the former college athlete he used to be, head affirmative action cracks all through college, heard "why should "YOU" get paid that much, had co-workers shocked that I don't currently live in, nor grew up in "the hood", etc, trust me I get it. Especially since I suspect some of the animosity directed towards me and knowledge of my salary over the years was definitely race based. I just think you can share salary information anonymously to avoid ruckus. Say you have 10 people in a department, you publish all 10 salaries + note the role, but just have it anonymized - so employees A-H or something. This gives you the data you need while avoiding all the jealousy. In the end you know what people in the group are being paid, not what a specific person is being paid. Thanks again for reading -Markham
Married people with children already pay lower taxes. Until you get into the higher income level the tax rates for a certain dollar amount of income are lower for married people than single people. On top of that there are various tax breaks for couples with kids, so single people are already subsidizing couples with children.
Slate confuses me. 15 yr old taking advantage of his family connections to design menus and build a career in the restaurant business is thrown backhanded compliments and is almost viewed as "part of the problem", but..... .....say anything like that about the creator of a certain show on HBO and they'll string you up. Just saying....
@WayDownSouth I was liberal when I was in my early 20s and broke.... ...now I've been in Management Consulting in the tech world for 10-yrs, and while I hate may tax rate... ...more liberal now. So, nice try - lot's of people with money are liberal. Obama won all the highest earning states :)
I'm confused by the sentiment that you didn't "earn" or "deserve" the stock options. The value of your labor to a company is always worth significantly more than what they pay you for it, this is especially true for people in white collar professions and as you work your way up the ladder. Basically whatever you were paid in benefits, salary and the options was definitely worth less than the value of your contribution. In my own experience where I'm in a situation where I actually have to justify the financial impact of my work on the company, the value of my contribution is HUGE compared to what I get paid, I mean I get paid very well, but still.... If anything, options are great as they spread the wealth around. Anyway, glad this worked out for you! Every time I've gotten options they wound up being worthless :( -M