Author: Miki Shibata, MS, CCC-SLP Edited by: Ainsley Martin, MS, CCC-SLP
The fact that our graduate programs don't prepare us to advocate for ourselves in a corporate/business model makes my blood boil! Like it or not, many hospitals and rehabilitation companies work like businesses and corporations. What we don't know as healthcare workers is hurting us in our ethical guts and our bank accounts. There are experts far more adept at writing about advocating for more ethical practices in healthcare- so I'll leave that up to them. What I can offer, however, is some solid advice on how to negotiate your salary/pay rate.
Why is this important? Well, because those who unknowingly take lower rates than what is the going rate in a geographic region lowers the base rate for EVERYONE else. When companies know that they can hire people offering less money, that's what they will start offering - you can't really fault their logic.
However, let's talk about some facts:
According to the 2018 ASHA 2018 end member and affiliate counts, 96.3% of ASHA Speech Language Pathologists are women.
Currently full time, year-round female workers in the US make 82 cents to every dollar a full time, year-round male worker makes.
At this rate, projection models have found it will take until 2059 for women to achieve pay parity.
For women of color the rate is even slower: Black women will wait until 2119 and Hispanic women will have to wait 2224 for equal pay.
In many cases, raises are based on the what you're currently getting paid. So the rate that you're hired on with will determine how much you'll be making in the future.
So, what can you do about it? I first and foremost recommend taking a salary negotiation workshop. My top recommendation is the American Association of University Women (AAUW). They now offer free online workshops, and it goes through negotiating salaries at hire, negotiating a salary and promotions. FYI, I'm not sponsored- they're just incredible!! In the meantime, here is a practical guide in getting started with the process.
THE GUIDE
STEP 1: Research
Online: Use tools like https://www.payscale.com/ that help generate reports based on geographic region, setting, and years of experience. According to the 2019 SLP Health Care Survey Annual Salary Report by ASHA, these parameters are the highest predictor variables of annual salary numbers.
Ask colleagues or clinical supervisors: This is a bit touchy since we've been taught it's rude to ask about pay. However, leading with something like "I saw that a position was posted for $__ online, but wasn't sure if that's normal for around here. Do you know what the going rate is?" may warm people up to the conversation. And also remember that companies benefit from this practice of secrecy because they can offer less if colleagues don't know how much each person earns.
Companies will often use different vocabulary to mean the same thing. In healthcare, pay is usually negotiated as yearly salaries or per hour rates. I've seen online postings talking about "stipends" or "bonuses" etc. Things like that are usually mentioned to make the post seem more attractive - in short, it's nonsense.
STEP 2: Generate your range
When doing your negotiation, you always want to provide a range - the lowest number being your "breaking point" and your highest number being what workers in the 50th-75th percentile (bell curve y'all) earn - again based on geographic area, years of experience, and setting.
Calculate your monthly expenses. Use this information and from research you did in STEP 1 to find your "breaking point" this is the salary/pay rate that you need to have in order to live comfortably - whatever that means to you. Most people use this number to establish what their "hard stop" is. Meaning, if they are offered less, they walk away.
Have your range calculated in both annual salary and hourly rate
Think about what is also important for you such as stipend for continuing education; companies paying for licenses; do they fund foreign workers (H1B visa, Green card, etc); telecommuting; relocation packages; sign on bonuses; travel reimbursement
Warning: Companies add sign on bonuses when they are having trouble filling the position. Unless they are in a rural area, or they are new company you might want to proceed cautiously because people might be leaving that position for a reason.
STEP 3: Invite them to the table
Timing is key! Avoid talking about pay rate as much as possible until they give you an offer. If you know that they want you, this gives you an edge in the negotiation process
Don't feel bad about negotiating! Most of the time (unless this is private practice) you will be negotiating salary/rate with a talent manager/recruiter from human resources. This is literally their job. They expect it.
Make a script! Talking about pay can feel icky or cause anxiety for most people. Having a script can increase your confidence and help you to drive your message home.
Here is a sample script!
SCRIPT (email or phone):
Human Resource: $50,000 is our offer
You: Thank you. I'm very excited about this opportunity to contribute to ____. However is their flexibility in the salary/hourly rate?
Human Resource: Yes/Maybe. What were you thinking of?
You: Based on market research accounting for my years of experience, management skills, typical of this area "breaking point to 50th/75th percentile" is my range
*It's typical for the negotiator to wait/ask to get back to you because they are also working off of an range, and they may need to see if they can offer the higher bracket.
What if they say NO?
You have to ask yourself if you can survive off of what was offered, and if the opportunity/learning experience may be worth it. For example, if you're negotiating with a top academic medical center than the experience might be something that is worth taking a lower paycheck for. However, know that since you did your research, you are only asking for what you deserve. Additionally, while a company may not meet your range, a hard NO is not a typical answer- this is revealing of the company culture. Do you think this type of company will offer market adjustments and raises as appropriate? Likely not. Keep it moving!
You might say this seems like a lot of work. Well, it is. But, putting in the work to advocate for your worth can and will pay off in the long run. Keep in mind, the companies that you're negotiating with have entire teams dedicated to market research and how to use/save money. Additionally, these techniques work! I was able to negotiate a couple thousand dollars more than an initial offer and I helped some colleagues do the same.
I know that it's already hard to find medical SLP positions, so being offered a disrespectful initial offer can be very painful. But know that you're not stuck. You can ask for better and for more while protecting yourself by going through this process.
Remember, the salary/hourly rate you're offered will often reflect how much value that position/skill set means to the company. Companies' love language is money.
Feel free to comment on this post or in our Facebook group if this post has helped you or if you have any specific questions! Also let us know what other topics you would like to know about. You can also reach out to me via my instagram @miki_tries.
Sources:
2019 SLP Health Care Survey Annual Salary Report. (2019, July 24). Retrieved from https://www.asha.org/uploadedFiles/2019-SLP-HC-Survey-Annual-Salaries.pdf
American Hearing and Speech Association. Highlights and Trends: Member and Affiliate Counts, Year-End 2018. (n.d.). Retrieved from https://www.asha.org/uploadedFiles/2018-Member-Counts.pdf.
Hess, C., Hegewisch, A., Lacarte, V., & Spalter-Roth, R. (2019, September 11). Pay Equity & Discrimination. Retrieved from https://iwpr.org/issue/employment-education-economic-change/pay-equity-discrimination/.
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