You just learned the person who does the same job as you earns more than you do. Now what?

2 hours ago7 min read2 comments

You just learned the person who does the same job as you earns more than you do. Now what? The discovery often arrives not with a bang, but with a quiet, sinking feeling—a whispered confidence from a colleague over coffee or an accidental glimpse at a shared document.It’s a deeply human moment, one that taps into fundamental questions of fairness, value, and our place within a professional community. According to a global survey of 1,850 workers by the résumé-building platform Kickresume, this isn't an isolated experience; a full 56% have discovered that someone with the same job at their company earns more, while another 24% nurse their own suspicions.Martin Poduska, who helped conduct the study, observes a persistent cultural oddity: 'People are much less willing to discuss their salaries than we thought they would be—there’s still quite a stigma around it. The weirdest thing is that we didn’t identify a good reason for it.' This silence, he explains, is far from a precise science and primarily benefits the employer, creating a fog that 'prevents organizations from coming up with more effective or more transparent ways of rewarding people. ' The emotional landscape here is complex.The survey revealed that about 40% of those who learned of a pay discrepancy didn't really care, but the rest did, with 45% of women expressing concern compared to 33% of men—a statistic that resonates painfully with the enduring reality of the gender wage gap. Yet, as career coach Caroline Ceniza-Levine wisely notes, we often project a false sense of order onto corporate structures.'I think that people assume that companies have it all figured out in terms of jobs and titles and career paths, but it's really not that neat and clean,' she says. Inequities can develop organically, influenced by everything from a candidate's bargaining power during a hot job market to subtle differences in experience or unspoken responsibilities that a shared title obscures.Your initial reaction is critical. Andres Lares of the Shapiro Negotiations Institute advises against a heated confrontation.'You don’t want to react the moment you find out,' he cautions. 'You want to take some time to digest it, and that also gives you time to find some objective information.' This period of research is where you transform raw emotion into a strategic position, gathering data on market rates for your role to build a foundation of knowledge rather than grievance. The subsequent conversation with your manager is a delicate dance.Lares suggests avoiding accusations and instead leading with empathetic inquiry: 'Sit down with your boss and ask about pay structures. 'How does it work?' 'How do you come up with the pay structures for each person on your team?' This approach not only garners valuable intelligence but also frames you as collaborative rather than confrontational.For some, testing the market by discreetly sending out applications can provide a powerful confidence boost and a concrete sense of their worth. Vivian Garcia-Tunon, founder of VGT People Advisory, notes that 'probably eight out of 10 people will go test the market,' but she highlights the inherent risk: if you use an external offer as leverage, 'you have to be willing to walk.' Patience, ultimately, is the final, often overlooked, virtue in this process. A single conversation rarely yields immediate results.As Ceniza-Levine points out, 'Sometimes your manager agrees with you, but they then have to go higher up. ' She emphasizes the need for persistence and a paper trail—sending a follow-up email to confirm next steps ensures the issue remains alive and demonstrates your professional diligence. This entire journey, from the first sting of discovery to the final negotiated resolution, is a profound exercise in self-advocacy, a reminder that in the complex tapestry of workplace relationships, your compensation is a story only you can fully author.

#salary transparency

#pay equity

#workplace negotiation

#career advice

#gender pay gap

#featured

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