“How Do I Talk to My White Manager About the Racial Pay Gap During a Salary Negotiation?”

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The expert: Seena Hodges, a racial equity expert and the founder and CEO of The Woke Coach®, an organization dedicated to helping companies deepen their understanding of racism, unconscious bias, and injustice.

How would you approach a conversation with your white manager about the racial pay gap and introducing a new term they may not be aware of (e.g. bamboo ceiling) when requesting a raise/promotion?

There are many considerations when approaching your white manager about securing a raise and/or promotion in a racialized society. Much of the overall complexity has to do with the manager’s thorough understanding of data-backed scenarios including the racial pay gap, the glass ceiling, the bamboo ceiling, and the broken rung. You should also consider timing, your approach, and your own understanding of key issues.

The answer to the question is complex and you might have to play the long game. However, I always like to coach people to think strategically.

Here are a few ways to do that in this particular scenario:

Know thyself

The first step in solving this issue is asking yourself a few critical questions. These questions will assess your readiness to engage in the conversation.

What is your level of self-awareness about complex—but pervasive—issues around racial pay equity (that include gender parity)?
Are you thoroughly aware of the terminology, the associated data, and how these items show up in work cultures?
Do you have specific examples at the ready of how it shows up in your company’s culture?

If you are a person of color, it is also important to know how much labor you are willing to perform on your behalf. You need to have a clear relationship with your triggers and trauma, meaning that you have done that important personal work.

It is also crucial that you can clearly articulate what you bring to the table and how your contributions consistently benefit the company because (let’s be honest here) you are asking to be paid equitably for your contributions. 😉

The early bird gets the worm

The best way to approach your manager about a raise or promotion is to ensure that the discussion about your status isn’t the first and only time that you ever talk about the racial pay gap.

If your manager is effective, then conversations about race, gender, and other aspects of social identity should be ongoing parts of your daily engagement and interaction. If that's the case, it makes for an easier conversation when showing your boss the facts and statistics—and how you measure up.

If these meaningful conversations about aspects of difference are not ongoing, your challenge is to help your boss understand what it is you’re asking for and why you’re asking for it.

If this conversation is during your annual review, it’s likely too late to introduce new terminology that your white manager will quickly grasp, understand, and enact.

Words matter

Are there statements or language about equity and inclusion, parity, or gender featured on your company's website or in other documents promoting the company? Even if they are four clicks into the website, they exist. And, while these statements can sometimes be used as decoys for the general public and potential employees, they should inform any company’s actions. Sometimes, companies embrace this language and use it regularly. That’s a good thing. If statements or language exists, use it to your advantage and make them put your money where their mouth is.

Don’t work alone

There is an African proverb that says, “If you want to go fast, go alone, but if you want to go far, go together.” It implies that we should never take the journey alone. I always ask my clients: “Who are your allies inside of the workplace?” and “Do you have a sponsor or someone that has your back?”

Here’s why this matters. In a company that has made a commitment to equity and inclusion, that work should span all aspects of the organization—including promotion and compensation.

Having a sponsor within your company can also be beneficial. That person should exist in a position of influence and can offer advice or support about company culture and process. This should also be someone you can talk to about strategies for advancing your overall career—even beyond current raises and promotions.

It is also important to create a broader conversation. For instance, who are the people in your company who can work together to ensure equitable compensation for everyone? Are you a member of an Employee Resource Group (ERG) or other coalition that can help spur a company-wide conversation?

Partner with people who share your identity and other allies to ensure that the information about pay disparities is available and disseminated. It is critical that you never work alone.

"Your actions are leaving breadcrumbs for the people that will follow you, in the same way your ancestors did for you. And that’s the work."

What are some other things you might really, really want?

Consider that your company might not be in a position to honor your request. If that is the case, what are some other things that you might want in lieu of a pay increase or promotion? In the instance that you love your work circumstance, but your company is not in a position to deliver, what might it look like to put together a “perk package” (i.e. tuition reimbursement, wellness programs, student loan payments, childcare assistance, additional professional development opportunities, etc.) for yourself for your boss’ consideration?

Mediocre white men make millions! Don’t let fear get in your way of asking for what you want or believe that you deserve. That’s it.

If you stay ready you don’t have to get ready

You have to seed the ground for success. You are less likely to succeed if your boss has no awareness of specific disparities and constructs like the bamboo ceiling and the broken rung. With that said, be prepared for whatever response you receive and have a plan of action.

At the end of the day, there is the recognition that no matter what you do or how hard you try your boss or their boss or whoever has the final say might say “no” to you. My advice is to put all of your cards on the table and be prepared to make the best decision that works for you. That might include seeking other employment.

And here is the best part: You are amazing. You are the gift. If you can own and live into that, you can manifest wondrous things for yourself. Full stop.

It is not always our responsibility to educate everyone around us about the harms of racial inequity—especially when we are people of color. BUT, it is our responsibility to advocate for ourselves and those who share our social identities. What’s also amazing is that your actions are leaving breadcrumbs for the people that will follow you, in the same way your ancestors did for you. And that’s the work.