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In the same year that Beyoncé helped generate $1.3 billion worldwide from Disney’s The Lion King and Rihanna was named as Forbes richest female musician in the world, the other Black women are still fighting for equal pay for equal work. Black women earn .61 cents on the dollar and have to work more days to catch up to the earnings of white counterparts. Pay discrepancies among gender, depending on the company, might be part of the company’s culture and becomes more ingrained when we don’t advocate for ourselves and our coins.

When we do nothing it’s almost like we’re saying “I enjoy making $.61 while my coworker with the beard makes a full dollar.”

So, here are five ways Black women can advocate for equal pay:

Ask the right questions during the interview process.

Determine what policies are in place at the organization to encourage or deter senior leaders from making biased decisions. Does the company offer regular formal training on bias and also informal, impromptu discussions related to the topic or decision at hand. Remember, bias and pay inequity is a cultural issue but can be changed with the right leaders in place. Aside from asking these questions, research the company, set up Google alerts and read past board meeting minutes.

Negotiate your salary for equal pay.

Due to institutional bias in the hiring process in many companies women are offered lower salary rates and also tend to not negotiate as fervently for more money. When starting a new role, do yourself a favor and do not accept the first offer. It’s just a starting point. Reiterate your worth and value and the return on investment for the company. You should be paid as much as Tyler.

Don’t work for companies that don’t value women.

We live in the age of transparency and actions still speak louder than words. To date, there’s been enough awareness and data-driven research to show that women are valuable. Even more, women serving in leadership positions show that internal equity in pay should be more evident. However, if your company has mostly males in the C-Suite followed by a homogenous board of directors that look like the other executives in the company, chances are they don’t value women or diversity and will not be willing to pay accordingly.

Know your worth and back it with receipts.

In most cases, pay criteria is assessed annually during a performance review. It’s our job to stay abreast of market pay, seize opportunities for personal and professional development, and garner relevant experience outside of work. Vocally advocate for market pay adjustments to your salary in addition to merit increases.

Shoot for the moon.

Its often cited that women, will not apply for positions that they feel they are not qualified to do. Conversely, a man with fewer qualifications. Be bold enough to shoot for the moon. Surrounding yourself with strong mentors, supporters and sponsors can create a pipeline for success. If you can raise a child, deal with a husband or use mascara for eyeliner and to cover stray gray hairs you’re more than qualified for the job.

Ar'Sheill Monsanto

Writing since August 2019 · 2 stories contributed