Women Don’t Ask – The Cost of Not Negotiating: Why Women Must Ask for More
The Workplace Problem: Why Are Women Still Paid Less and Promoted Less Often?
Studies show that women negotiate for raises and promotions far less often than men—leading to persistent pay gaps and missed career opportunities.
But why? Many women fear being seen as pushy, worry about backlash, or assume that hard work alone will be rewarded.
For HR leaders, managers, and executives, understanding how gender influences negotiation and workplace dynamics is essential for building fair and equitable organizations.
What This Book is About
In Women Don’t Ask, Linda Babcock and Sara Laschever reveal how societal norms and workplace structures discourage women from negotiating—and how this affects salaries, career advancement, and leadership opportunities.
The book provides research-backed strategies to help women break past these barriers, negotiate confidently, and advocate for their worth.
Key Takeaways for HR and Workplace Leaders
Women Negotiate Less—And It Costs Them – Over a lifetime, failing to negotiate salaries can cost women hundreds of thousands of dollars.
The Backlash Effect is Real – Women who negotiate face more resistance than men because they are expected to be “accommodating” rather than assertive.
Self-Advocacy is Key – Many women believe hard work will be noticed and rewarded—but the reality is, those who ask get more opportunities.
Men and Women View Negotiation Differently – Men often see negotiation as a game to win, while women focus on fairness and relationships.
Organizations Need to Fix Structural Barriers – HR teams and leadership should ensure pay transparency and fair negotiation policies to level the playing field.
Workplace Tools and Models from the Book
The “Relational Ask” Strategy – Framing negotiations in a way that feels collaborative rather than confrontational.
The "Silent Cost of Not Asking" Model – Understanding how not negotiating impacts long-term career earnings.
The “Negotiation Reframing” Approach – Teaching women to see negotiation as problem-solving, not conflict.
The "Confidence Gap" Solution – Practical exercises to help women strengthen their negotiation skills and overcome hesitation.
Why This Matters for HR and Workplace Leaders
HR professionals and executives play a critical role in addressing gender pay gaps and workplace inequities. Women Don’t Ask provides insights to:
✔ Ensure fair hiring, promotion, and salary practices
✔ Train managers to support women in negotiation discussions
✔ Empower female employees to ask for what they deserve
✔ Implement policies that reduce bias and create equity in negotiations
How This Connects to Workplace Assessments and Restorations
Many workplace assessments reveal gender disparities in salary, promotions, and leadership opportunities, such as:
Women earning less than male counterparts for the same roles.
Fewer women in executive and leadership positions.
A culture where women feel uncomfortable advocating for themselves.
By applying Women Don’t Ask principles, HR leaders can help bridge the gender negotiation gap and create workplaces where women are empowered to succeed.
How Can You Apply This?
➡️ Are women in your organization negotiating as often and as effectively as men?
➡️ Does your workplace culture encourage or discourage female employees from self-advocating?
Teaching women how to **negotiate effectively—while also addressing systemic biases—**is key to building an equitable and high-performing workplace.
Where to Buy
Interested in reading Women Don’t Ask? You can purchase it here:
📚 Amazon
📚 Princeton University Press
