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https://www.msn.com/en-us/careers/career-advice/these-10-high-paying-jobs-only-need-an-associate-s-degree/ar-AA1LgoY

https://finance.yahoo.com/news/10-high-paying-jobs-require-120025793.html?fr=yhssrp_catchall

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Negotiating a raise requires a combination of skills and strategies that can significantly impact your career trajectory. This article explores expert-backed techniques to enhance your negotiation abilities and increase your chances of securing a higher salary. From empowering introverts to leveraging salary transparency laws, these insights will equip you with the tools needed to effectively advocate for your worth in the workplace.

Leverage Salary Transparency Laws

I have helped many career coaching clients secure higher compensation during offer negotiations by understanding the current Pay Equity and Salary Transparency Laws.

At any time before, during, or after interviews, a potential employer or recruiter is not supposed to ask you about your current compensation. This is true in many states across the United States and is becoming a practice nationwide. Additionally, the hiring company is required to disclose the salary range for a particular position.

The initial problem that salary transparency laws are trying to resolve is the disparity in how women are paid relative to men for the same job. According to Forbes, "In 2024, women working full time, year-round earned only 84 cents for every dollar earned by men. In more than 90 percent of occupations, women earn less than men. For lawmakers, these figures highlight the urgent need for measures that address gender pay inequality and promote wage transparency."

Here's an example of why these laws are important:

If a female candidate is asked about her current base salary and the potential employer offers her a 10 percent higher base salary, she might still be paid well below what men are being paid for the same job. It is difficult, if not impossible, to close the gender pay disparity gap when candidates are asked to reveal their current compensation.

Many potential employers will ask, "What is your preferred or required compensation?" This is a fair question, but you don't have to answer it. You can politely respond with your own question:

"What is the pay range for this position?" As a candidate, you want the potential employer to put their cards on the table first by disclosing the pay range for the position. Then you can inform them whether that range is acceptable to you or not. It is ideal to have this dialogue before committing to the first interview. However, if that didn't happen, now is the time to have the conversation.

Being able to withhold information about your current compensation can be beneficial for all candidates. Requiring employers to communicate the salary range for a position provides critical information that candidates need to negotiate their salaries in an optimal way.

https://careercoaches.io/qa/7-strategies-to-develop-negotiation-skills-for-a-raise/

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