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ew things are more infuriating ascertain is whether your co-worker really about what can be done in the interim.
than discovering the person who is being paid more. So go in gently. Say, Think about solutions that could deal
sits next to you and does the “I’ve heard my co-workers are being paid with the issue creatively in the short to
same job is being paid more than 15% more than I am for the same role. I medium term. Would you, for instance,
Fyou are. But there is often more wanted to know if this was true.” It’s be willing to accept a one-off bonus or
to this situation than meets the eye, and important here not to use names or two weeks’ extra holiday? Would a better
you need to tread carefully. mention exact figures — as this helps you job title improve things? The message you
Here are eight steps you can consider: avoid getting into an inquisition about are giving your boss here is that you
where the information came from. expect progress and this cannot be
First things first endlessly put off.
Start by asking yourself if the person who If it is true, be reasonable but
is being paid more really is in exactly the assertive What if my boss refuses to engage?
same role as you. Are they, for example, Pay inequality might feel like an injustice If your boss refuses to engage, talk to your
more experienced than you? And is their — and you may feel angry. But you need HR department. Colleagues there will be
job identical to yours, or do they have to stay calm and measured, not least able to advise you.
other responsibilities that you don’t? Are because anger will not get you what you
there extra elements of their pay for which want. Do not accuse or threaten or make And if this doesn’t work?
you may not be eligible? All can be demands. Instead, you might say, “I’d like If all else fails, you may be able to seek
legitimate grounds to pay you less. to understand why my salary is lower.” recourse via the courts or another legal
Next, are you a different gender or race, Bear in mind that it might be an error or it mechanism, such as an employment
or do you differ in another protected might be a situation your boss has tribunal. The way you do this (particularly
characteristic? If this is the case, then your inherited, so be reasonable. in cases involving a gender- or race-based
employer may be violating equality Here, if there is an applicable legally claim) will depend on the jurisdiction you
legislation. If it is, this makes your case protected difference between you and the are in. Moreover, in some jurisdictions,
much easier to fight. other person, you should mention this, you can even make a claim for a period
However, employees’ rights vary too. For example, say that you are after you have left the company. However,
enormously by jurisdiction, and some of concerned that this may violate equal if matters have escalated to this point,
the advice here is more relevant in rights legislation, which could be a you may also wish to consider leaving the
jurisdictions where employees’ rights tend problem for the business. company. Although this may seem like
to be stronger (such as European giving in, it’s an entirely pragmatic
countries). Move towards solutions response. A long legal battle could be
Ask what needs to be done to equalise exhausting and dispiriting, and it could
Do your homework your pay. Again, take a collaborative damage your own reputation, whereas a
Depending on the country you’re in and approach. Rather than demanding “What move could deliver better pay, a better
the size of your company, your employer are you going to do about this?”, you company, and even a promotion — all
may publish its gender pay gap. It is also might say, “What can we do to sort this while still sending a very clear message to
likely to have a policy on pay. You should out?” or “How can we best address this?” your employer. ■
get hold of this information. You should or “Is there anything I can do?” Here, it
also look at the legislation around equal helps if you think about what you want
pay in your country and, finally, look at the beforehand, the points you are willing to
pay rates for jobs at your level in your concede, and what your red lines are. Visit the Global Career Hub from
industry. You can ask colleagues what they AICPA & CIMA for help with finding a
are paid, but you need to be careful here, Don’t let them fob you off job or recruiting.
both in terms of trust and what you do The easiest thing for a boss to do in this
with the information; this is doubly true of situation is to say they’ll look at it at your
any particular colleague who is being paid next pay review — or at the end of a Rhymer Rigby is an FM magazine
more. Finally, think about your more period that may be years in the future. But contributor and author of The
recent appraisals and how good they were. this is not really an acceptable response if Careerist: Over 100 Ways to Get
All of these can help to make your case. your case is strong. Explain that you Ahead at Work. To comment on this
appreciate the mechanics of this may take
Next, approach your boss time, but you need to get a road map in article or to suggest an idea for
another article, contact Oliver Rowe
Approaching your boss requires a bit of place. If they can’t take action now, make at Oliver.Rowe@aicpa-cima.com.
tact on your part. The first thing to a date to review the situation. Then ask

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