Poll: women and their salary


The salary is our reward after a hard week’s work. It is also the barometer of our skills, our purchasing power, and our financial independence. Taboo for some, pride for others, the salary issue was at the heart of a survey conducted this summer online by the Coupdepouce.com team. Thank you to the approximately 200 readers who answered our questions. And now… on to the results!

78% of women agree to reveal their salary to their relatives
This means that only 22% of respondents would never reveal their salary to their friends or immediate family. A figure that pleasantly surprised the organizational psychologist and president of InterSources, Josée Blondin, who expected more reluctance. “This is good news, because it shows an openness and, above all, an evolution: money, long taboo in Quebec, seems to be less and less so.”

Talking about salary with our colleagues would break the circle of isolation in which many workers – often self-employed – are immersed, according to Julia Posca, a researcher at the Institute for Socio-Economic Research and Information (IRIS) and doctoral student in sociology. She shares Josée Blondin’s surprise but qualifies the results. “Stating in a survey that you are comfortable revealing your salary is one thing, but doing it in everyday life is another. In fact, it seems to me that this is not a subject that is talked about a lot…”

It must be said that the respondents to our survey have reason to be proud: 46% of them earn $50,000 or more annually. And that’s not all: nearly one in three women earns more than their spouse, and 15% of them have equal pay.

Those who prefer to keep their salary secret cite various reasons: the fear of learning that a friend earns much less than them and that she no longer looks at them the same way; fear that those around them will learn that they are living above or below their means; pressure from a family where money is taboo; and, in a tiny proportion, fear of reprisals from the employer.

78% of women did not negotiate their salary when they were hired
For Julia Posca, several factors can explain this result, including the fact that “at the moment, the balance of power is clearly not on the side of the workers, whether they are men or women. In addition to the unfavorable economic context, women have not been educated to put their fists on the table to obtain something”. It should be noted that 41% of respondents to our survey are unionized.

But if women don’t negotiate their salary, it’s also because they don’t always know how to go about it. “We have to showcase our skills, highlight what we can bring to the company, and build on our past successes. Instead of arguing about figures, we propose to improve the performance of the company”, advises, Josée Blondin.

Women are mostly satisfied with their salaries…
Really? In fact, 49% of respondents think they get a fair salary for the efforts made, 26% are satisfied to have a job in a difficult economy, and 22% are dissatisfied with their salary because it does not take into account their skills. ,

“People usually think they’re in a better position than they actually are. For example, far too many people claim to be middle class. It’s normal. No one likes to see that he is poor!” says the sociologist, who devoted her master’s thesis to this famous middle class.

For psychologist Josée Blondin, these results say a lot about women’s need for professional stability. The proof: according to our survey, one in four women would be satisfied with their job, for lack of a better one. As Julia Posca points out, satisfaction can also hide a certain resignation. From the start of their career, women earn on average 6% to 15% less than their male counterparts.

… our salary, is it really that important?
The two experts consulted agree that beyond salary, new concerns are emerging among women, such as work-family balance. “Several studies have shown that, for all genders combined, salary is the fifth most important retention factor in the labor market, after skills recognition, work atmosphere, manager competence, and social benefits,” reveals Josee Blondin. That is what is said!


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