why women ask for less
and how to deal with it?

Today it is universally agreed that women should benefit from the same pay, promotions and treatment as their male counterparts in the workplace. So why is it that women continue to earn just 81 cents for every dollar a man earns?

There are many reasons from that, and they are widely discussed by media, political and corporate leaders, academics and many others. But there is one extra factor, that is often overlooked: women get less in the workplace because they ask for less. If a woman does not go after the money, promotion or treatment she believes she deserves, she will have less chances to get it.

Multiple researchers estimate that men are four times more likely than women to ask for a raise. And when women do ask, they typically request 30% less than men do. An Australian study of 4,600 employees found that while women were as likely as men to ask for raises, they were 25% less likely to receive them. These are very worrying numbers that explain why there is a wide gender pay gap.

There are several hypotheses as to why women don't ask for more, which, on a broader scale, reflect the broader societal perception of men and women as a whole. Still, the question then becomes how women can rectify this situation and receive the same privileges as men do.

A reoccurring theory as to why women ask for less in the workplace is the idea that people are conditioned from childhood by social norms. Boys are much more encouraged to develop leadership skills and many girls are conditioned not to focus on their own self-interests; rather, their focus should be on the good of the group around them.

As the main result of conditional childhood women aim to be good team players and as a result they might be perceived as less ambitious and less aggressive negotiators than men. It also leads to the next reason why women ask for less, which is fear for damaged reputation.

Another explanation involves the concern of reputation. If a woman in the workplace goes after what she wants with full ambition, her image may be damaged. For instance, she may be seen as 'demanding', 'bossy,' or 'pushy.' As a result, she may be penalised for her ambitions, and her work becomes devalued. On the other hand, men who strive for bigger and better things may be seen as ambitious, driven and as a leader, receiving greater rewards.

Many studies have shown men to be bigger risk-takers than women. Risk-taking plays a crucial role in financial growth, either we are talking about taking on a job opportunity or deciding to act and ask for a pay raise. As a result, women's risk aversion impacts the gender pay gap and explains why men tend to make a lot more money than women do.

So what can women do in the workplace to ask for more without worrying about their image, conditioning and gender/race?

Women who do ask for more, especially when it comes to salary, tend to negotiate a price that immediately seems reasonable so as to not come off as unreasonable. By doing this, they are setting themselves up for inequality. After all, if a woman asks for less, no one will pay them more. Instead, women should immediately make high offers that can be negotiated to a price that meets their initial desires. Even better, when setting high goals, women get to actually demonstrate their negotiation skills, which can help them in the long run with further negotiations.

Whether it's a man or woman asking for more at work, everyone will inevitably be told 'no' at some point or another. It is just as important to be able to handle a 'no' then be prepared for a 'yes.' If met with 'no,' women should have a plan in place that benefits them rather than the company. For instance, women shouldn't settle for an unhappy situation. They should consider other alternatives such as a further negotiation, a job switch or seeking another manager or colleague to work with.