FROM RECOGNITION TO REWARD: TURNING IWD INTO A PAY RISE PLAN
International Women’s Day is more than a celebration: it’s a moment to reflect on how far we’ve come, the barriers that remain, and how our work shapes both confidence and opportunity. But recognition alone won’t close pay gaps or accelerate your career.
This is your chance to move from hoping your value is noticed to strategically positioning yourself for the pay rise you deserve.
Build Your Case
Start with evidence, not emotion. A pay rise request should be structured like a business case, grounded in measurable impact and clear value that you have provided.
Focus on:
Results delivered
Revenue generated, costs saved, risks reduced
Additional responsibilities
How your role has expanded
If impact isn’t numeric, describe business outcomes such as improved efficiency, stronger client relationships, or better team leadership and how that contributes to the wider business success.
Document & Quantify
Record your contributions from the past 12 months, focusing on outcomes over tasks. For example:
Exceeded targets or increased revenue
Improved processes or reduced costs
Led initiatives beyond your formal role
Use numbers where possible and gather written feedback or testimonials. Track wins consistently, by emailing you the achievements throughout the year then when the time comes you have gathered the bulk of the info you need already.
Do Your Homework
A genuine pay rise sits above CPI. If your salary only matches inflation, your purchasing power hasn’t increased. Many professionals seek 10–15% depending on performance, market movement, and role growth.
Understand your market value before making a request. Research:
Industry salary guides
Recruiter insights
Comparable job ads
Typical earnings at your level
Timing Matters
The lead-up to EOFY is often strategic, as budgets and salary planning are underway. Prepare 2–3 months in advance so your manager can advocate during planning discussions.
Request a meeting:
After a strong review
During budget cycles
When responsibilities have clearly grown
Avoid asking during cost-cutting periods. Schedule a dedicated meeting to discuss career progression, don’t ambush.
The Conversation
Start positively and express your commitment to growth. Focus on professional contribution and highlight future value as well as past performance.
Structure it clearly:
“Here’s what I’ve delivered.”
“Here’s how my role has expanded.”
“Here’s what I plan to take ownership of next.”
State a specific salary figure or percentage based on your research.
Be prepared to negotiate alternative benefits such as flexibility, professional development, additional leave, or a bonus.
Prepare for Three Outcomes
1. Yes
Confirm when the increase takes effect, whether your contract/title changes, and future progression pathways.
2. Not Yet
Clarify what milestones are required and agree on a review date. Turn a delay into a defined plan.
3. No
Seek feedback and explore alternatives (title change, flexibility, training budget, bonus). Stay professional and strategic.
Follow Up
Send a concise email confirming what was discussed, agreed timelines, and next steps.
This:
Creates accountability
Formalises commitments
Demonstrates professionalism
If no immediate raise is approved, ensure a documented future review date.
Leverage Support & Resources
Mentors, sponsors, and professional networks can strengthen your positioning. Groups such as National Association of Women in Construction (NAWIC) or Women in Property provide industry insight and advocacy.
If you’re ready to stop hoping your value is noticed and start positioning yourself for the pay rise you deserve, the Obtain Pay Rise Guide gives you the structure, scripts and practical strategies to do it with confidence.
