Category Archives: Salary Negotiation


Equal Pay for Australian Women – “Don’t Ask, Don’t Get” The Tipping Point

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‘In 2013, the national gender pay gap was 17.5%.  This has not shifted in the last 20 years. Another way to look at this statistic is that the average woman would have to work an additional 64 days per year to earn the same as the average man.’ Click to view statistics source

When the average Australian woman has to work an additional 2 months a year to achieve the same salary as the average Australian man, there is a problem.  If you think it sounds a bit dismal, you are right, and let’s not even mention our comparative superannuation payouts upon retirement, which are nothing to get excited about, and our longer average lifespan.

Women represent more than half the workforce – 50.5%. Their choice of occupation has some bearing on the difference in average pay (Mining Sector at the top for wages, and Food and Accommodation at the other end). Sadly women face a pay gap in nearly every occupation and the gap increases the higher up the corporate ladder. We know that the pay gap has little to do with our intelligence and level of competence. It has a lot to do with our lack of confidence! But it is from the whole story.

Click to read my full article published in The Weekend Australian Newspaper or online. 





Kelly Magowan is the author of The Busy Women’s Guide to… Salary Negotiation available on Amazon and CreateSpace.




And So It Goes…. The Pay Gap Continues To Grow

In today’s Herald Sun there was an article by Jessica Marszalek,the ‘Pay gap just gets bigger.’

According to the ABS it seems that the gender pay gap in Australia is not closing in – rather it is expanding considerably, across all industries. Healthcare has seen the biggest pay gap of $600 amongst those classed as professionals.

The average working full time male in Australia now receives $1678 per week while the average women receives $1307.

There are various reasons as to why this pay gap exists – from choice of occupation, to gender bias, through to women engaging in less negotiation discussions than men. Men initiate salary discussion 4 times more than women.  Certainly food for thought.

Is it time to have a salary negotiation with your employer?

Salary Negotiation Coaching Service
If you are new to Salary Negotiation or find yourself in unfamiliar territory The Busy Women’s Guide to… Salary Negotiation will provide you with all the tools you need to get started.

Visit Amazon to purchase The Busy Women’s Guide to… Salary Negotiation

Alternatively contact me to find out about my ‘Salary Negotiation Coaching Service’. 

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How and when to ask for a raise: Sky News Careers Segment

I had a wonderful opportunity to join the team at Sky News  (Your Career) to discuss the topic of Salary Negotiation – ‘How and when to ask for a raise!’  Click below to view the segment.

Salary Negotiation: What You’re Doing Wrong

02J81530When speaking on the topic of ‘Salary Negotiation for Women’, I invariably encounter women who bring varying levels of expertise on the topic – which is great.

Mostly, the women I speak with are aware of the benefits of salary negotiation but have resisted pursuing it for a raft of reasons ranging from lack of knowledge on the topic, to fear, lack of confidence and social conditioning.

I too can understand why many women avoid it, given salary negotiation is a small component of negotiation which is a fairly sizeable topic. This is evidenced by the many universities that offer negotiation subjects.

And as we know, many women tend to want to have a subject pretty well mastered before being confident to execute a discussion on it, which may be why we hesitate when it comes to salary negotiation.

It is pleasing when I do encounter women who are expert salary negotiators, and goodness knows we need more of these.

What I find more challenging is when I encounter women who have a little knowledge on the subject and a lot of confidence! While I love the confidence aspect I certainly don’t advocate going into the salary negotiation process half baked.

Recently I met with a lovely lady who was professional, intelligent and confident. She was looking to negotiate her salary with her current employer after a period of absence. In speaking with her she seemed pretty confident in her approach. I asked her to test her salary negotiation pitch on me.

What I found was that her negotiation pitch was full of holes. It was all about her and her needs! While your needs are a given, a negotiation pitch needs to be packaged up to highlight the benefits to the person and organization to whom you are negotiating with.

So what was wrong with the pitch?   To read the full article visit Women’s Agenda 


Salary Negotiation Coaching Service
If you are new to Salary Negotiation or find yourself in unfamiliar territory The Busy Women’s Guide to… Salary Negotiation will provide you with all the tools you need to get started.

Visit Amazon to purchase The Busy Women’s Guide to… Salary Negotiation

Alternatively contact me to find out about my ‘Salary Negotiation Coaching Service’. 

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The 6 Classic Mistakes People Make When Negotiating Their Salary

Article by Jade Bate for the Australian Financial Review

Asking for a pay rise is such an uncomfortable experience that many employees avoid it altogether – and are the poorer for it. Kelly Magowan, author, career strategist and consultant for the students at the Melbourne Business School, tells The Australian Financial Review about six classic mistakes people make when seeking a fatter pay packet, and how to avoid them.


“Even if you’re a top performer, employers aren’t going to open up the conversation candidly to you and they certainly aren’t going to willingly give you more money,” says Magowan. This means it’s important to use your initiative if you think you’re due for a salary negotiation.

The ideal time to ask for salary negotiation is when you’re entering a new place of work. Magowan says “you can put everything you want into your negotiation up front. It’s important to cite everything you want in this initial contract, but try not make it too excessive and complicated because your employer won’t want to negotiate with you.”

If you’re already employed and think a pay rise is due, Magowan says it’s important to “be upfront when asking your boss for time to discuss your salary package”. The best way to enter into a discussion about pay with your boss is to contact them via e-mail or phone to ask for a time when they’re available to negotiate your salary face-to-face. Magowan recommends to “use direct and positive language” in asking for time to discuss. “Remember, bosses and HR want to avoid having this conversation just as much as you’re nervous about bringing it up”, she says.

To read the full article visit the AFR 


Salary Negotiation Coaching Service

If you are new to Salary Negotiation or find yourself in unfamiliar territory The Busy Women’s Guide to… Salary Negotiation will provide you with all the tools you need to get started. Visit Amazon to purchase The Busy Women’s Guide to… Salary Negotiation

Alternatively contact me to find out about my ‘Salary Negotiation Coaching Service’. 

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17 Career Management Tips for Women

03B68299While it seems managing our careers is just another thing we need to do in our already busy lives, the reality is, that like ourselves, our careers are hopefully always evolving and our salaries growing!

That said, it can be difficult to ensure we are focusing on the right areas for developing our expertise and our career growth.  Review the 17 areas below and take note of what you are doing that is aligned, and of the areas you need to create an action plan for improving over the next six months.

  1. PERFORM efficiently those job responsibilities which will help your boss the most.
  2. FIND OUT what your boss regards as good performance in your job role. It may differ from your current opinion.
  3. MASTER your position as quickly as possible and pass your knowledge onto another person. This will prevent lack of suitable successors stopping your next internal job move chances.
  4. LEARN to like yourself and value all the talents, attributes and experiences you bring. Put yourself into the spotlight so others can see, respect and take notice of you.
  5. STEP OUTSIDE the confines of your position description responsibilities; make sure your actions are regarded as constructive initiatives—not just attention seeking.
  6. DON’T accept a job move if the role involves a lot of responsibilities you don’t like. We all perform better when doing things we enjoy and using skills which we prefer to use.
  7. EXPAND opportunities for those in influential positions to learn more about you by achieving success in outside work activities such as in community service organisations and/or personal development studies.
  8. IDENTIFY a well-regarded person in a senior position where you work who could be a potential sponsor and who you could seek career advancement advice.
  9. SUGGEST thoroughly prepared recommendations—not criticisms—for problems within your employment environment.
  10. DEVELOP your skills at interpersonal relationships; accept the fact that ‘office politics’ exist; re-examine your personal values regularly so that when faced with ethical dilemmas at work you will know what to do without procrastination.
  11. RECOGNISE that ability alone will not advance your career—persistence, hard work, careful planning and being seen as personally ambitious, but an effective team worker, will.
  12. SMILE a lot. Others notice and favour people with happy but conscientious dispositions. The despondent people are often regarded as too risky to move to new positions.
  13. ENSURE you have a good variety of interests outside work to prevent stress of your efforts bringing you hard.
  14. PRACTISE self-nomination. Don’t wait to be offered new job roles. Let it be known the role/s you want and present your case for why you’re the best candidate.
  15. PLAN for more than one career path. Ensure you develop skills and knowledge for different directions for your career development and eligibility for them.
  16. CHANGE employers after you have done the research and looked at your options objectively.  Accept a new position factoring in everything from pay, to developing new knowledge, career repositioning, education and so on.
  17. NEGOTIATE your salary whenever opportunities arise such as performance review and salary review time. In the event your employer does not arrange these, be sure to schedule them directly once a year at a minimum.

Actions: Take note of which of the 17 steps you have chosen to work on developing. It is recommended that you don’t choose more than 4.

  • List which four have you chosen.
  • What help will you require and from who in order to accomplish these improvements?
  • Document a plan for implementing these changes over the next 6 months.

About the Author

Kelly Magowan is a certified Career Coach and has built a reputation as a thought leader in the careers space. Kelly has been working in the arena of Human Resource Management, Recruitment and Career and Executive Coaching for over 17 years. Initially focusing on commercial recruitment, and later moving into corporate Human Resources working with Ernst & Young and General Electric. Since 2012 Kelly has been working part time at Melbourne Business School as a Careers Consultant assisting the Senior Executive MBA students, MBA Students and Alumni in securing their next rewarding role and/or embarking on a new career. In addition she continues to successfully grow her own Careers Consultancy and speak on the topic of Salary Negotiation for Women.  In addition she is the author of ‘The Busy Women’s Guide to… Salary Negotiation’.

Download my e-book ‘The Busy Women’s Guide to… Salary Negotiation’

Workbook_CoverI am very excited to share with you that I have successfully published my first e-book The Busy Women’s Guide to… Salary Negotiationon Amazon.

It would be fantastic if you could help me in sharing this resource which I hope will benefit many working women across the globe.  While you or they may not be looking to negotiate your salary package right now, you hopefully will be in the next 12 months!

Download your complimentary copy today from Amazon 

About The Guide 

The Busy Women’s Guide to… Salary Negotiation has been written to provide the essential information and tools women all over the world need to conduct an effective salary negotiation.

This guide provides all the inspiration you need and all the tools, tips and activities necessary to conduct a successful salary negotiation. All you have to is follow the process and start the negotiation ball rolling – be it with your current employer or a new employer.    Invest in yourself today and start being paid what you are worth!

How to Access the e-book

From the 1st May to 5th May (USA time) – you can download The Busy Women’s Guide to… Salary Negotiation for free for Kindle.   Or you can download the free Kindle app if you don’t have Kindle. After this time the e-book will be US$4.99

If you don’t use Kindle please send me an email and I can send you &/or friends a complimentary PDF version of the e-book until the 5th May 2015.


For more information visit The Busy Women’s Guide to… Salary Negotiation 


Thank you for your support and help with sharing this resource.

‘The Confidence Code’ a career must have book for women

the-confidence-codeFor women in the workforce there is a book that I cannot recommend enough called ‘The Confidence Code’ by Katty Kay & Claire Shipman. It offers some great research behind why women don’t have as much confidence as men in general.  More specifically it highlights why women don’t engage in salary negotiation and career promotion conversations anywhere near enough.  A few of these reasons include; our personality types, social conditioning, over valuing competency, over thinking the task and simply failing to act.  Once you read the research and practicalities of why women fail to engage enough in salary negotiation and career advancement conversations you may find yourself thinking differently about the topic. Ideally you will be inspired to take action.

Do you talk too much & don’t even know it? It could be a career stopper!

Penguins“Take this simple test: After your next long conversation with someone, estimate what percentage of it you spent talking. Be honest.”

It is always fascinating to observe others in conversation.  I was at a recent function where I witnessed a professional, friendly and intelligent lady unknowingly monopolise a conversation for well over 30 minutes. At no point did she ask questions or see that others were not engaged.  This lady was sharing her experiences and trying to be of help however 95% of the conversation was her. While I was a part of the small group she was supposedly ‘conversing with’ in actuality I was more a witness.  The main impression this lady left with me was she could not listen, ask questions or read people. Ironically she had a legal background. I doubt this was how she intended to be remembered.

A recent article published in the Wall Street Journal by Rob LaZebnik, ‘It’s True: You Talk Too Much – How to achieve the optimal 50-50 conversation flow’  follows the not listening theme and its implications on your work and social life. Yes, there are implications. His article cites some terrific and humours examples to embed the message.

Any conversation you are engaging with needs to flow and to do this is requires a fairly equal mix of speaking and listening.  From job interviews, to client meetings, personal relationships, to catch up with friends – ask questions and listen. Also be sure to monitor the mood – check in with the other person/s body language. It is simple in theory I know and for some of us it can prove to be more of a challenge. However it is a skill worth mastering for career and life success!

As Rob LaZebink’s article cites – “If you don’t let others participate in conversations, I promise they are hatching schemes against you.”

Over the busy social season be sure to at least attempt to follow the optimal 50-50 conversation flow!

Additional reading on the topic: ‘People Skills – How to assert yourself, listen to others and resolve conflicts’ by Robert Bolton. This is a terrific and involved book for those who are interested in developing their listening skills.

A light introduction to the Myers Briggs Type Indicator (MBTI)

photo 1Many people like the idea of personality assessments, which is understandable. They can offer us new insights and provide us with another perspective on how we see ourselves and maybe how others see us.  Which is why when I came across this free Myers Briggs Typology (MBTI), I thought it worth posting. I have completed the assessment and found it to be true of my type.

If you are in the process of changing jobs or careers it may be a nice tool to help in your preparation. Or maybe you are simply just curious to see what it is all about. Click to read more about this free test based on Carl Jung’s and Isabel Briggs Myers’ typological approach to personality by HumanMetrics.

It is important to note that this is simply an introduction. To receive the full benefit of the MBTI I would recommend you complete this with a professional who is MBTI or Majors Type Inventory accredited who can provide you with a full debrief.

Note: image provided by Graffiterati