Whether it be in terms of salary, resources, or opportunities women can hesitate to ask for more because of a combination of societal conditioning, workplace dynamics, and confidence.
Societal Conditioning and Gender Norms
From a young age, many women are socialized to be accommodating, collaborative, and non-confrontational. These traits, while valuable in many contexts, can hinder women when it comes to standing up for themselves in the workplace. The belief that asking for more is being “pushy” or “demanding” can make women reluctant to assert their needs, especially in environments where such behaviour is less expected or encouraged in women.
Fear of Backlash
This “backlash effect” occurs because assertive behaviour in women contradicts traditional gender norms, leading to negative perceptions from colleagues and superiors. Women managers may worry that asking for more will damage their relationships or reputation, making them hesitant to speak up.
Imposter Syndrome
Many women experience imposter syndrome, the feeling that they are not sufficiently qualified or deserving of their achievements. This can lead to self-doubt and a reluctance to ask for more, as they may fear being exposed as “not good enough.” Women might hesitate to negotiate for higher pay or more resources, believing they should be grateful for what they have rather than pushing for what they deserve.
Lack of Mentorship and Sponsorship
Women managers often have less access to mentors and sponsors who can guide them through the negotiation process and encourage them to ask for more. Without role models who have successfully navigated these challenges, women managers may be unsure of how to ask for more.
Moving Forward
Women can benefit from Women In leadership training, which empowers them to negotiate confidently and effectively. By doing so, we can help women break through the barriers holding them back and ensure they get the recognition, compensation, and resources they deserve.
