Article by Aliza Sweiry, UK managing director at Aquent
Discussing a salary increase can be a nerve-wracking experience because no one enjoys feeling rejected, but the truth is, if staff have been performing well, employers are probably expecting to have this conversation. Indeed, managers deal with salaries much more than one would think, it is a very normal conversation to have and demonstrates confidence in one’s work.
It is especially tough for women to ask for a raise when they were brought up to be accommodating and to think about the needs of others. As they worry to be seen as “too pushy” or even “too aggressive” in their approach, women often undervalue themselves and their contributions. Therefore, not only are women more afraid of asking for a pay rise, but they also usually ask for much less than their male counterparts.
Money is generally perceived as a private matter, one that should be avoided in discussions but it’s time for women to stick together and advocate for themselves in the workplace. Have those tough conversations and ask for what you truly deserve.
Aliza Sweiry, UK Managing Director at Aquent, provides a few tips on how to land a pay rise:
Before raising the topic with your manager, you’ll need to reflect on your value to the company and what they bring to the table. Set realistic expectations by researching job vacancies that are similar to your role and have a look at the required qualifications. If you have been with your company for a significant amount of time, or if you work in an industry that is facing major skills shortages, it is very likely that your employer will be willing to bump up your salary to keep you around. Chatting with a recruitment consultant is also one of the best ways to get some valuable insights and tips.
Boost your chances of nailing that pay rise by providing your manager with the hard evidence.
Have you been consistently reaching your targets? Are you a key-player when it comes to solving problems? Have you implemented new ideas that have enabled your company to massively reduce their spending? Don’t be afraid to blow your own trumpet by giving specific, quantifiable examples as to why you are an essential member of the company. Don’t forget to prepare for questions and be ready to negotiate offers from your manager. During the conversation, remember to show you’re super-enthusiastic about pursuing this job, it will certainly be noticed.
“Many employers offers a wide range of appealing perks, so if you are faced with a “no” you may want to explore other options. Sometimes being compensated with extra holiday allowance, a more flexible work schedule or the ability to work remotely may be some good incentives to consider. Just remember to evaluate whether such things are genuinely of value to you.”
“Increase your chances of landing a pay rise by approaching your manager at the right time, for example during a positive performance review or following the successful completion of a complex project. A happy manager is more likely to be receptive and willing to compromise. Consider postponing the conversation if you notice your team is under a lot of stress due to a heavy workload or if the company is making cutbacks. It is also important to initiate this conversation privately to avoid discomfort. Being professional in your approach goes a long way.”
“If your employer has agreed to a salary increase, congratulations! However, remember to continue proving your value as an employee. This is not the time to sit back and take it easy. On the other hand, if you don’t receive the salary increase you were hoping for, don’t despair! Ask your manager if there are any steps you can take to improve. This may involve extra training or mentorship. Inquire when you can have the salary conversation again, perhaps in a few months. If you are ultimately unhappy with your salary and you feel like you have tried everything, consider leaving. After all, finding a new job is one of the best ways to secure a salary increase!”
March
28marAll DayOne Tech World 2025 | WeAreTechWomen’s Virtual Conference For Women In Tech
28/03/2025 All Day(GMT+00:00)
For over nine years, WeAreTechWomen has proudly championed women in tech through their renowned conferences and events. Since 2020, over
On March 28, 2025, we’re excited to deliver our sixth global virtual learning experience on our advanced conferencing platform.
This year’s conference will be a dynamic space for exploring emerging technologies and disruptive trends across the industry—and thanks to the support of our exceptional sponsors, attendance will be entirely FREE.
We’re committed to broadening the view of technology’s future for both current and aspiring women in tech. By highlighting the industry’s future and encouraging women from all backgrounds to consider tech careers, we aim to foster inclusivity—crucial for creating products and systems that reflect and serve everyone.
While our conference can’t resolve gender parity overnight, it acts as a powerful catalyst for change. One Tech World empowers attendees to explore global tech advancements, gain essential insights, and build the skills and networks necessary for the evolving tech landscape.
Join globally renowned speakers and an inspiring group of TechWomen100 award alumni as they share invaluable insights in our interactive sessions spanning a wide range of technology topics. Beyond thought-provoking presentations, we’ll host career development panels, engaging fireside chats, and robust networking opportunities through live chat rooms.
Our agenda is thoughtfully designed with feedback from our community to ensure it meets their evolving needs. We aim not only to accelerate participants’ careers but to offer a comprehensive view of the tech landscape and its influence on the future of work.
Free
01apr09:3012:30Dementia and the Workplace: A Guide for HR and Workplace Leaders
01/04/2025 09:30 - 12:30(GMT+00:00)
Radyr Golf Club
Drysgol Road, Radyr, CF15 8BS
Learn how HR can support employees with dementia by fostering inclusive policies, raising awareness and creating a strengths-based culture.
With rising retirement ages and a growing number of younger people diagnosed with dementia (over 71,000 under 65), it’s vital for HR professionals to increase awareness and understanding of dementia in the workplace. This session will explore how dementia can affect individuals differently and provide practical strategies for offering meaningful support at work.
Younger employees with dementia may face unique challenges, such as balancing caregiving responsibilities or raising children alongside their diagnosis. Navigating workplace systems can be overwhelming for them, but with the right policies and approaches, you can make a difference.
At this session, we’ll challenge outdated perceptions of dementia and focus on how HR leaders can foster inclusive, strengths-based environments that empower individuals at every stage of their journey.
This session is designed for HR professionals, managers, occupational health teams, and anyone responsible for employee wellbeing. If you’re keen to create a workplace culture that truly supports colleagues with dementia, this is for you.
We are part of Platfform, the mental health and social change charity with over 30 years experience. Effro is Platfform’s dementia support project which supports people living with dementia to lead fulfilling lives based on sensory experiences and activities that spark real joy.
Many dementia charities and organisations only focus on the practical or medical needs of the people they work with. At Effro, we believe there’s more that can be done; that recognising the needs, preferences and individuality of each person creates opportunities for a better life.
Through this approach, we work with people to explore the things that interest them, that bring fascination or excitement, and that add to a life joyfully lived.
The work we do with people living with dementia includes activity sessions in any residential setting, one-to-one support, liaison and guidance, and new ways and ideas to reignite passions and stir positive memories.
Rhian Pitt
Rhian has been co-producing, developing, and delivering workshops with Effro since the training team was formed in 2021. With nearly 15 years of experience in teaching and training, she also brings personal connections to dementia, remaining mindful of the topic’s sensitive nature.
Rhadyr Golf Club, Drysgol Road, Cardiff CF15 8BS
www.radyrgolf.co.uk
Light refreshments are included
*This event may include an external speaker who has prepared their own presentation. Any views or opinions expressed by the speaker are their own and do not reflect those of the CIPD.
01apr10:0013:00Women in Business: CoWorking & Connections | Milton Keynes Accelerator
01/04/2025 10:00 - 13:00(GMT+00:00)
NatWest Milton Keynes (C:MK shopping centre, door 14)
Midsummer Boulevard 164 Midsummer Arcade Milton Keynes MK9 3BB
Bringing female founders together to cowork in our accelerator events space on a monthly basis; informal connectivity and network expansion. As longstanding
As longstanding supporters of Women in Business we understand the various challenges that women might face when setting up or running their business, and our goal is to make a positive difference to women in business across the UK through our Business Builder and Accelerator programme and our Women in Business Specialists who provide tailored support for women looking to start up and grow their business, no matter what their size or sector.
As the largest supporter of UK businesses, we champion anyone starting or growing a business, with a specific focus on women and those from ethnic minority communities.
NatWest is a business that understands when customers and people succeed, communities succeed, and the economy thrives. As part of our purpose, we are looking at how we can drive change for our communities in enterprise, learning and climate. As one of the leading supporters of UK business, we are prioritising enterprise as a force of change. This includes focusing on the people and communities who have traditionally faced the highest barriers to entry and figuring out ways to remove these. Learning is also key to their continued growth as a company in an ever changing and increasingly digital world.
Detailed research found that the biggest opportunities to help female entrepreneurs fell into three areas:
1. Increasing the Funding directed towards them.
2. Greater family care support
3. Relatable and accessible mentors and networks.
Yet, despite more women setting up and scaling up in business the disparity between men and women starting businesses remains and the latest research shows that women in business are still not getting their fair share of funding.
Join us to cowork and network; the kettles on.
Bring your laptop or device to get some work done, we’ll provide the wifi and the biscuits!