The Confrontationalist With Danielle Gibson

EP12: Negotiating the Salary You Deserve

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“There still is a massive gender pay gap. I don’t need to say what the statistics are—they’re alarming. I feel like it’s my duty to help close that gap,” shares Keri-Lynne Shaw, the founder of The Salary Bump, a consultancy dedicated to helping individuals negotiate better compensation packages. In this episode, she joins Danielle Gibson and reveals that less than 50% of people negotiate their salaries, with the numbers even lower for women and people of color. 

 

She emphasizes the critical need for individuals to understand their worth and to confidently negotiate their compensation. The episode addresses psychological barriers to negotiating, such as fear of job loss, scarcity mindset, and a lack of knowledge about what to ask for. Keri-Lynne highlights the importance of preparation, including understanding market values and the full scope of compensation packages beyond just salary. She also stresses the significance of candidates interviewing potential employers to ensure a good fit, rather than viewing the process as one-sided.

 

Keri-Lynne’s coaching approach is holistic, focusing on salary negotiation and helping clients overcome limiting beliefs and build confidence. She provides practical advice, such as giving a salary range instead of a specific number and framing compensation discussions as collaborative rather than confrontational. Her ultimate goal is to empower individuals to advocate for themselves effectively, thereby closing the gender pay gap and fostering equitable workplaces.

 

Quotes

  • “There still is a massive gender pay gap. I don’t need to say what the statistics are—they’re alarming. I feel like it’s my duty to help close that gap.” (03:20 | Keri-Lynne Shaw)
  • “If most people aren’t asking at all, it’s often because they don’t know how to do the research on what their role is worth. We haven’t normalized these conversations.” (14:52 | Keri-Lynne Shaw)
  • “Never, ever give a specific dollar amount when discussing salary. Always provide a range. And if you’re asked about your current salary, always respond with your total compensation package, which includes your salary, bonus, equity, and any other benefits. Always present it as a broader figure within a range. This approach gives you the flexibility to steer the conversation in a different direction if needed.” (16:26 | Keri-Lynne Shaw)
  • “I feel like there’s also this element that, as a human, when you walk into an organization, you assume they’ll take care of you. You assume they have good benefits in place, that they’ll be reasonable and do right by their people. But that’s an assumption you can’t afford to make. I’m not saying not to be trustworthy, but the reality is, no one is going to care about you more than you do. No one else is in control of your career—if you let someone else take the wheel, good luck. It’s just too important. The conversation around your compensation package is too important to leave to chance.” (40:26 | Keri-Lynne Shaw) 

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    Links

    Connect with Keri-Lynne Shaw:

    www.thesalarybump.com

    Instagram - @thesalarybump

     

    For more resources and information about Confrontation, check out www.theconfrontationalist.com.

     

    Schedule a FREE 30-minute consultation with Danielle here: https://www.theconfrontationalist.com/contact

     

    Follow us here:

    IG @the_confrontationalist

    LinkedIn @danielle-gibson-5243692/



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    The Confrontationalist With Danielle GibsonBy Danielle Gibson