Discuss the strategies used here and why are they successful.
Women sometimes approach negotiation differently than men, which can contribute to pay gaps in similar roles. I read that women leaders rely more on collaboration, empathy, and influence rather than authority (Johnson et al., 2008). While this transformational style builds strong teams, it can be undervalued in workplaces that reward assertive, hierarchical leadership. Many women also hesitate to negotiate for higher pay or promotions unless they meet every single qualification, while men typically apply or negotiate even when they meet fewer (McDonald & Richter, 2022). Michele Meyer-Shipp’s Mind the Gap talk spoke about this exact issue, encouraging women to take more risks, advocate for themselves, and get comfortable asking for what they’ve earned.
To close this gap, both women and men can take steps to use power and negotiation more effectively. For women, that means practicing self-promotion, seeking mentors or sponsors, and reframing negotiation as a conversation about value, not confrontation. For men, it means supporting transparency, advocating for fair pay practices, and mentoring women to take strategic risks. Ultimately, power and risk-taking are most effective when rooted in confidence, fairness, and collaboration, traits that benefit every leader, regardless of gender.
Submission, APA, 3 paragraphs
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