A Guide for Women on How to Ask For A Raise

Women work hard. Women deliver results. Women lead teams, generate revenue, prevent crises, build relationships, and keep companies running.

Yet, when it comes to asking for a raise, many hesitate.

You’re not alone.

Studies show that nearly two-thirds of employees have never asked for a raise, and when women learn they are paid less than men in similar roles, only 26% speak up. Many stay silent or leave — often taking their talent, skill, and institutional knowledge right out the door.

It’s time to rewrite that script.

Asking for a raise isn’t “pushy.” It isn’t “ungrateful.”

It is professional self-advocacy, a core leadership skill and an essential part of building the career you deserve.

Below is your step-by-step, confidence-building guide to asking for a raise the smart way.

1. Start With the Data: Build a Fact-Based Case

A raise request is strongest when it’s backed by facts, numbers, and achievements — not how long you’ve been at the company.

Before you ask, gather:

✔ Market research: Use tools like Glassdoor, PayScale, and LinkedIn Salary Insights to compare your role, experience, and region.

✔ Your measurable accomplishments

Include:

 - Revenue you helped generate

 - Clients you brought in or retained

 - Efficiency improvements

 - Projects delivered ahead of schedule

 - Results that exceeded expectations

✔ Your professional growth: Highlight new skills, certifications, mentorship roles, committee involvement, or cross-department collaborations.

==>Your goal: Prove your value today, not the value you had when you were first hired.

2. Track Your Wins — and Share Them

Women often do the work quietly, hoping to be noticed.

Men often do the opposite — and get rewarded for it.

==>Don’t wait for a performance review to showcase your value.

Keep a running list of:

✔ Metrics you influenced in a positive manner

✔ Major wins

✔ Praise from clients or colleagues

✔ Expanded responsibilities you’ve taken on

✔ Noteworthy skills added

✔ Important leadership moments

✔ High-pressure situations navigated well

==>Then share updates periodically and professionally with your manager.

👉This helps prevent your work from becoming invisible.

3. Timing Matters — Ask at the Right Moment

You’ll see the strongest results when your timing aligns with:

✔ The successful completion of a major project

✔ A recent positive review

✔ A moment where your contributions are especially visible

✔ Your company’s review or budget cycle

And avoid:

 - Days when your manager seems overwhelmed

 - Moments of company financial stress

 - Times of internal restructuring

👉Remember: A “yes” requires readiness on their side as much as yours.

4. Set Up the Conversation Professionally

Never spring a raise request on your manager.

Instead, send an email or mention in-person:

“I’d like to schedule a time to discuss my role, responsibilities, and compensation in light of my recent contributions and market research.”

👉This does three important things:

✔ Shows respect

✔ Signals you're serious

✔ Allows them time to prepare

==>A prepared manager = a stronger likelihood of approval.

5. What to Say in the Meeting

Here’s a simple but powerful script structure:

→ Start with appreciation

“I enjoy my work here and am committed to contributing to our team’s success.”

→ Present your value

“Over the past year, I have accomplished __________, which resulted in __________.”

→ Cite your expanded role or responsibilities

“I am also now handling __________, which is not part of my original job scope.”

→ Present your research

“Based on market data for similar roles in our area, the competitive salary range is __________.”

→ Make the ask

“I would like to discuss adjusting my compensation to reflect my contributions and market value.”

→ Stay confident and quiet

Say it — then pause.

Silence is not your enemy. It’s a negotiation tool.

6. Handle Pushback the Smart Way

If you hear:

“It’s not in the budget.”

→ Ask: “Can we revisit this in six months? What specific goals should I meet to make that possible?”

“We’re giving you a new title instead.”

→ Titles don’t pay bills. Kindly say:

“I appreciate the recognition. I would like my compensation to reflect the scope of the role as well.”

“Everyone is tightening belts right now.”

→ Ask: “Is there a timeline when this conversation would be more appropriate?”

If the answer is “not now,” create a follow-up plan — in writing.

7. If You Get a “Yes,” Celebrate — and Document It

Ask for the agreement in writing, with:

✔ New salary

✔ Effective date

✔ Any changes in responsibilities

Then — enjoy your win. You earned it.

8. If the Answer Is No — Don’t Give Up

A “no” is not a permanent judgment.

Ask:

“What do I need to accomplish to be considered for a raise?”

“Can we set a follow-up meeting?”

“Can you help me prioritize goals to reach this level?”

Document everything.

==>If patterns emerge that suggest bias, inconsistency, or shifting expectations, keep those notes as you assess your long-term options.

👉Sometimes the smartest move is not just asking for a raise — but finding an employer who recognizes your worth.

9. Don’t Let Someone Take Credit for Your Work

Women disproportionately experience credit theft — sometimes subtle, sometimes blatant.

If you suspect it is happening:

✔ Speak up respectfully

✔ Document your contributions

✔ Clarify your role to decision-makers

👉Your work is yours. Protect it.

Final Thought: You Are Your Best Advocate

No one can build your career for you.

No one can speak your value more powerfully than you can.

Women who ask for raises:

 - Earn more

 - Get promoted faster

 - Are seen as leaders

 - Build stronger financial futures

👉And when you advocate for yourself, you show every woman around you that she can too.

For more strategies on navigating workplace power dynamics and advocating for yourself with confidence, explore my book Play Smart: Playground Strategies for Success in a Male-Dominated Workplace .

"You deserve to be paid what you’re worth — and you

 deserve the confidence to ask for it"— Brigitte Kimichik