CMI’s top three tips for how to get ahead as a female employee

1. How to get the best deal when offered a new role 

Landing a new job will give you a real sense of achievement. It’s an exciting time, but don’t forget this is also your best chance to negotiate on the role you are going to do and ensure that you are getting the best possible offer from your prospective employer. The negotiations prior to accepting a job offer shouldn’t just focus on money, but also cover details of the role, your new responsibilities and working hours. This is particularly important if you are a working parent. Be upfront about your home life – if you are going to require a degree of flexibility in your working week it’s better to discuss it now. You are well within your rights to delay signing on the dotted line until you are completely happy, without being overtly difficult of course. Remember, it’s much easier to sort things out at this stage, then once you’ve accepted the role. 

The best way to raise any concerns you might have is by doing so face to face. Once the offer is on the table, do your research on financial rewards and responsibilities of similar positions at your employer and their competitors. Then request a meeting with your prospective manager or someone from the HR department to go through the finer details of the agreement before you formally accept. By all means go in with some big asks but make sure you have a clear list of the minimum you need to accept the role.

For more advice on topics such as requesting flexible working and to access free resources that will help you get further in your career, why not become a CMI e-member? Click here to join.

2. How to ask for a pay-rise

Whether it’s simply high time you had a raise or you suspect that you are being paid unfairly compared to other colleagues, asking for a pay-rise can seem like a challenging topic to broach with your boss. However, the process of asking for a salary increase is the same as negotiating any other kind of agreement. Start by clarifying your personal objectives; work out what the best outcome for you would be and define upper and lower parameters so you can reach a deal that is acceptable to you. There is little point in asking for an increase that is so minimal you will walk away disappointed, or so high it will be instantly refused. 

It’s important to approach the pay-rise issue confidently and logically. Find out if your organisation has a fixed timetable for pay rises, so you are not asking needlessly. Be prepared to give sound reasons as to why you deserve more money and able to back them up with factual information. ‘I’ve performed really well in the past year’ is only persuasive if you can give tangible examples.  

Finally, time your request carefully. The current economic climate means that your organisation may be constrained by tight budgets. It isn’t acceptable that your employer uses the recession as an excuse for paying you poorly or unfairly, but be sensitive to what is going on within the business. If redundancies are being made, for example, it’s likely your request won’t be considered until the situation improves. 

For more advice on topics such as requesting flexible working and to access free resources that will help you get further in your career, why not become a CMI e-member? Click here to join.

3. How to tackle the issue of diversity management 

There are just a few months left until the Equality Act comes into force. The Act, which hits the statute books at the end of October 2010, is intended to simplify the incredibly complex array of anti-discrimination legislation that currently exists and make UK workplaces much fairer. Whether you are in your first job or on the brink of joining the board, as UK employees we all have a part to play in creating a fair and equal working environment. CMI’s latest research shows that women are still experiencing inequality when it comes to pay and opportunities, but you don’t have to accept that this as normal. No matter where you are within your career, you can play a part in influencing senior managers to consider implementing a diversity management programme and help stamp out unfairness. 

Approach directors and managers within your organisation and convince them of the advantages of active diversity management. You’ll need to present both the business and social cases for a diversity initiative. Decide in advance what you think the diversity programme should set out to achieve. The goals need to be specific and achievable. They might include increasing the proportion of women in the workforce, enabling flexible working practices or facilitating recruitment from a broader geographic or cultural area. Methods for identifying diversity management goals include brainstorming and staff consultation, which you can easily initiate with the support of senior staff. By demonstrating your commitment to diversity management and playing a key role within it, you’ll inspire others and acquire some valuable skills along the way. 

For more advice on topics such as requesting flexible working and to access free resources that will help you get further in your career, why not become a CMI e-member? Click here to join.