“Take this or leave it, don’t ask for more” - that’s what you hear from your parents growing up. This blog isn’t about the blame game, but I wanted to highlight a quote that has stayed with me. Speaking with other people from similar backgrounds, they have also had very similar experiences. You never talk about money: how much you have, what you earn, or what you do with your money. When it comes to negotiating salary, this saying has a massive effect. In this blog, I will cover some of the challenges faced, how you can negotiate your salaries, and be comfortable with the awkward topic of money.
For many of us, our parents’ dreamt of a 9–5 job. Many of them either worked two jobs or worked longer hours to make ends meet, and they worked hard to create a better future for the next generation. So, when talking about money, salary, or switching to a new company, they often struggle to understand why and the conversation can be awkward. I never negotiated my salary until I was almost three years into my career — I didn’t know how to raise the topic, what to say, or who to speak to. I’m not an expert and I’ve struggled, but I have learned from my experiences — both the good and bad. However, I’m starting to become more comfortable with talking about money. It’s never going to be straightforward to negotiate, but over time it becomes easier.
Tech pays well - everyone knows that. All you have to do is google software engineering salaries and there’s a lot of data on it. Software engineers are in demand. Once you have a few years under your belt, you have the power to negotiate and get what you are WORTH. Having spoken to Parul Singh (a recruiter in the tech space), she has helped a number of people negotiate their first ever salary in tech, which goes to show that it’s a conversation worth having. However, it’s important to have realistic expectations — you don’t want to demand something that is impossible. Look at the market, what skills you have, and also what you bring to the table. You can’t expect 6 figures from the get-go - gone are the days where you just sit and code all day. You need to bring a lot more than just technical skills as your tech skills will only get you so far.
For employers reading this blog, support your employees by having honest conversations. Think about publishing pay bands. It’s not easy, but knowing where you sit in the grade scale makes things easier when someone is considering if they are being paid fairly. There are already a few companies I’m aware of that are transparent about pay bands and it’s had a positive effect on things, so it’s definitely something to think about. For employees, here are a few things to do before you start the conversations about pay:
Do your research
Before entering any pay negotiation, it is essential to do your research. This includes researching the average salary for your position, industry, and location. Websites like Cord can help you gain insight into what the market is offering. Don’t be afraid to apply to other companies — you don’t have to switch, but it’s always a great way to find out what you are worth and how much another firm would pay for your services. These firms would get you to do a tech test and ask questions about your experiences before they make an offer. You can also reach out and get up to date salary bands or even market reports from agency recruiters. A lot of sites such as Michael Page and Hays have them available to download. Another option is to reach out to the recruiter directly and they can help you benchmark against your skill sets. This knowledge will give you a general idea of what to expect and can help you set realistic expectations.
Highlight your achievements
Even if you’re not thinking of negotiating, have a document and keep a track of your achievements or key milestones. During negotiations, it is important to highlight your achievements and the value that you bring to the company. You can often forget/overlook key milestones you have achieved, so having a document where you keep track of things helps you to be prepared to discuss specific examples of how you have contributed to the company’s success and how your work has impacted the bottom line. Check out this article on brag document written by Parul.
Negotiations are a two-way street
Listen to the employer’s perspective and try to understand their position. This will help you tailor your negotiation approach and find a mutually beneficial solution. If you’re joining a new company, maybe talk about a review in three months or once you pass your probation period. Negotiation doesn’t have to just be about money - there are a lot of other things you can think about such as work hours and flexibility.
Be confident
One of the biggest challenges that South Asian individuals face when it comes to negotiating pay is being confident in their abilities. It is essential to remember that you have worked hard to get where you are and that you deserve to be compensated fairly. Be confident in your worth and your skillset, and don’t be afraid to ask for what you deserve - especially if you have done your research and you know what you are worth. You are not doing anything wrong by bringing up the topic and having a conversation.
Consider non-salary benefits
When negotiating pay, it is not just about the base salary. Consider other benefits that can add value to the compensation package, such as stock options, bonuses, and vacation time. These benefits can have a significant impact on your overall compensation.
In conclusion, negotiating pay as a South Asian in tech can be challenging. However, with the right preparation, confidence, and communication skills, it is possible to receive fair compensation. Remember to do your research, be confident in your abilities, highlight your achievements, practice active listening, and consider non-salary benefits.
As always, you can reach out to me through my Instagram page (Hamad_4li) or my website (www.hamadali.co.uk) if you have any questions.