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Women Don't Ask: The High Cost of Avoiding Negotiation--and Positive Strategies for Change
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About Women Don't Ask: The High Cost Of Avoiding
Product Description Combining fascinating research with revealing commentary from hundreds of women, this groundbreaking book explores the personal and societal reasons women seldom ask for what they need, want, and deserve at home and at work–and shows how they can develop this crucial skill. By neglecting to negotiate her starting salary for her first job, a woman may sacrifice over half a million dollars in earnings by the end of her career. Yet, as research reveals, men are four times more likely to ask for higher pay than are women with the same qualifications. From career promotions to help with child care, studies show time and again that women don’t ask–and frequently don’t even realize that they can. Women Don’t Ask offers real-life examples of the differences between the negotiating habits of men and women, and guides women in retooling their attitudes and approaches. Discover how to: • Take the first step–choosing to negotiate at all • Develop a comfortable, effective negotiation style • Overcome fear, personal entitlement issues, and gender stereotypes Review Babcock and Laschever, contrary to their book's title, do ask a series of questions: Why do most women see a negotiation as an automatic fight instead of a chance to get what they deserve? Why are women afraid to ask for what they deserve? Why are women afraid to ask for what they want in the workplace? And perhaps most importantly, why donB9t women feel entitled to ask for it. . .? [A] great resource for anyone who doubts there is still a great disparity between the salary earnings of men and women in comparable professions "Women Don't Ask" offers important insights into the persistent economic gap between men and women. -- Dolores Kong "Boston Globe" Neither a dry academic treatise nor a self-help book, this work puts forth a model for a society that respects women's communication strengths. This thoughtful analysis could both benefit managers across industry lines and help women learn the importance of developing negotiating skills. The first book to adequately explain the dramatic differences in how men and women negotiate and why women so often fail to ask for what they want at work (starting with equal pay). Every male manager in America should read it. A highly readable book. . . . "Women Don't Ask" should be read by anyone with a fear of negotiating, male or female, and by managers who want a better understanding of how 47 percent of the work force confronts the workplace. -- Alan B. Krueger "The New York Times" Clear, useful, and sensibly organized. . . . "Women Don't Ask" crisply describes the results of one study after another, fitting the puzzle pieces together to show how and why women are held backBand hold themselves back--from advancing both financially and in every other way. -- E.J. Graff "Women's Review of Books" "Women Don't Ask" is not a straight recitation of findings--nor is it simply a "rant." It goes beyond well-known facts and offers concrete tips on how women can remedy the underlying problems and actually move ahead. The authors prescribe refreshingly specific methods of negotiation that they've seen work for even the most confrontationally-challenged women. -- Allison Nazarian "ForeWord Magazine" From the Inside Flap ""Women Don't Ask" helps women learn how to communicate their desires. This is absolutely essential and basic information since we can't read brainwaves. Speak up or surrender your goals!"--Patricia Schroeder, President & CEO, Association of American Publishers ""Women Don't Ask" does an amazing job in identifying and providing solutions to a very real issue: the challenges women face in negotiating. Linda Babcock and Sara Laschever have done a superb job not only in highlighting the problem of gender differences in negotiation but also in providing ways to begin fixing it. Example after example of the financial and emotional impacts make this issue extremely compelling. Any senior manager needs to
