The Pay Gap Persists, But So Does Your Power 

Despite years of progress, the pay gap in tech is persistent. According to a 2024 Pew Research Center analysis of median hourly earnings of both full- and part-time workers, women earned an average of 85% of what men earned. For Black, Latina, and Indigenous women, the gap is even wider. 

This is a roadblock to economic freedom, career advancement, and long-term wealth. But the truth is: while the system may be flawed, you are not powerless. 

For those negotiating a new offer, prepping for your next performance review, or simply curious about what’s possible, this guide will help you navigate salary conversations with clarity, confidence, and intention. Let’s close the gap, one conversation at a time. 

Why Salary Negotiation Still Matters in Tech 

A Persistent Pay Gap Across Gender and Race 

The tech pay gap isn’t just about individual choices, it’s a structural issue with real consequences. According to the Women in Tech Stats 2025 Report by the Women in Tech Network: 

• Women in STEM professions earn significantly less than men—a difference of nearly $15,000 annually ($85,000 for men compared to just $60,828 for women). 
• The gap is even wider for Latina and Black women, who typically earn only around $52,000 per year. 
• Even after adjusting for education, experience, and job title, the disparities remain. 

These gaps aren’t closing fast enough, and they’re even wider in technical leadership roles. 

Representation and Self-Efficacy: The Root of the Gap 

It’s not just about pay, it’s about power. Underrepresentation of women and women of color in senior and executive roles drives long-term wage stagnation. When there are fewer role models, mentors, and sponsors who look like you, it becomes harder to advocate for your value. 

Add to that cultural messaging, implicit bias, and the myth that “you should be grateful to be here,” and it’s no wonder many qualified professionals hesitate to negotiate. 

But self-advocacy is a skill, and like any skill, it can be practiced and strengthened. You deserve to ask for more and to be met with respect, not resistance. 

Closing the Gap = Driving Innovation 

Time to bust a myth: pay equity isn’t about charity; it’s about strategy. 

Companies that pay equitably retain talent and build teams that think more broadly, solve more effectively, and design for more people. That’s innovation at its core. Dynamic, robust teams that are fairly compensated perform better, iterate faster, and build better tech for everyone. 

Want to work for companies committed to creating a more impartial tech industry? Companies that see your value and are hiring right now? Join our Talent Network! 

Your Salary Negotiation Toolkit 

Prepare with Data and Confidence 

The strongest salary conversations start before you step into the room. Knowing your worth is more than a feeling; it’s a fact backed by research. 

Use tools like Levels.fyi, Glassdoor, and PayScale to gather salary ranges by role, region, and company size. Look for compensation packages that align with your title, experience, and the scope of your work. 

📌 Tip: Don’t just bring a number, bring comparisons. Even better? Bring receipts. Keep track of your wins, results, and metrics that show how you’ve made an impact. That’s what makes your ask credible. 

Scripts to Help You Start the Conversation 

Not sure how to start the negotiation? Here are a few go-to phrases you can make your own: 

“I’m excited about this opportunity—and based on my skills and market research, I was expecting something closer to [X]. Can we explore that range?” 

“I’d love to talk about total compensation, including base, equity, and benefits, as a whole.” 

“Based on my recent impact and responsibilities, I’d like to revisit my compensation. How can we align on next steps?” 

Use this language in offer negotiations, performance reviews, counteroffers and promotion discussions. 

Shift Your Mindset, Not Just Your Script 

Salary negotiation isn’t selfish. It’s leadership. Think of it as a conversation rather than conflict. You’re not being difficult; you’re being deliberate. When you negotiate, you help raise the bar not just for yourself, but for others coming up behind you. 

🌟 Pro tip: Practice with a mentor, peer, or coach before the real thing. It helps turn nerves into muscle memory. 

Looking for a mentor who gets it? Find one through the AnitaB.org Mentorship Program and start building your support squad today. 

Navigating Salary Negotiation as a Systemic Act 

Individual Action Meets Collective Change 

When you negotiate your salary, you’re not just advocating for yourself—you’re setting a new benchmark for what’s possible. Every successful ask sends a signal: we deserve to be valued fairly. 

And when you share your experience—whether it’s what worked, what didn’t, or what you learned—you help lift others up. Building a more transparent, supportive culture around compensation starts with us. 

• Have a trusted circle? Normalize the conversation. 
• In a position of influence? Champion transparency. 
• Not there yet? Take notes and take up space. 

Support the Movement for a Fair Tech Industry 

Closing the pay gap takes both personal action and collective momentum. AnitaB.org Membership gives you access to mentorship, negotiation tools, and events that help you build your power. Become a Member today. 

You Deserve to Be Paid What You’re Worth 

The pay gap is real and persistent. But so is your power to challenge it. 

You’re not alone in this fight. With the right tools, the right mindset, and the right support, you can negotiate for what you’re worth and help build a tech industry that values everyone fairly. 

Own your impact. Use your voice. Join a movement rewriting the rules, and donate to AnitaB.org today, to keep the momentum going.