What is the gender pay gap in tech?

Current data (2026): Women in tech earn $0.82 for every $1 men earn in similar roles. The gap widens at senior levels (Director+: $0.77 per dollar). Contributing factors: lower starting salaries, fewer promotions, less equity compensation.

By role: Engineering (18% gap), Product Management (22% gap), Design (15% gap), Executive (28% gap). Gaps are smaller at junior levels and widen with seniority.

How can I negotiate for equal pay?

Preparation: (1) Research market rates (use salary databases), (2) Document your accomplishments quantitatively, (3) Get competing offers for leverage, (4) Know the salary range for your level.

During negotiation: (1) Lead with data, not emotion, (2) Focus on your value and market rate, not personal needs, (3) Negotiate all components (base + bonus + equity), (4) Ask “Is there any reason I’m not being paid at the top of this range?”, (5) Be willing to walk away.

Red flags: “We don’t negotiate”, “This is our final offer”, Asking about previous salary (illegal in many states), Vague about salary ranges.

Should I share my salary with colleagues?

Legally protected: In the US, discussing salary with coworkers is protected by the National Labor Relations Act. Companies cannot retaliate.

Benefits: Reveals pay gaps, gives negotiation leverage, promotes transparency, helps close equity gaps.

How to do it: Start with trusted colleagues, share anonymously in company Slack/forums, use third-party platforms (Blind, Elpha, Fishbowl). Focus on data, not individuals.

How do I address a pay gap if I discover one?

Step 1: Gather data (market research, peer salaries, your accomplishments).

Step 2: Schedule meeting with manager: “I’d like to discuss my compensation. Based on market research and my contributions, I believe I’m underpaid by X%.”

Step 3: If denied, escalate to HR with documentation. Many companies have pay equity adjustment processes.

Step 4: If unresolved, consider: (1) Looking for new job (fastest path to pay increase), (2) Filing complaint with EEOC (if discrimination suspected), (3) Consulting employment lawyer.

What are effective negotiation tactics for women in tech?

Overcome bias: (1) Use objective data and market research, (2) Frame requests as “we” not “I” (research shows this reduces backlash), (3) Get competing offers before negotiating, (4) Practice with friends/mentors.

Specific tactics: (1) Ask for top of range immediately, (2) Negotiate via email (reduces bias), (3) Bring written accomplishments to discussion, (4) Ask for signing bonus to bridge gap, (5) Request equity to compensate for lower base, (6) Negotiate refresh grants and promotion timeline.

After accepting: Get everything in writing, document promises about raises/promotions, set 6-month check-in to discuss compensation.