Bridging the Gap: Job Offers and Negotiation

Whether you’re just entering the workforce, searching for a new job, or switching careers, negotiating a job offer is one of the most important steps you can take toward your financial future. From better pay to more PTO and professional development perks, negotiating salary isn’t just about money—it’s about advocating for your value.

That said, not everyone starts on equal ground. Many people have spent years being underpaid for their work. And while 22 states and 24 cities now ban employers from asking about salary history in a move aimed at ending pay inequality, systemic barriers still persist.

This guide explores how you can take control by understanding the issue of pay inequality and learning how to confidently negotiate a job offer that reflects your skills, experience, potential, and value.

Understanding the Issue of Pay Inequality

Before you begin the negotiation process, it’s important to understand the broader context around how compensation is often determined—and why some individuals continue to face pay disparities despite their skills and experience.

Pay inequality is rooted in outdated compensation practices and inconsistent salary standards. For decades, women and minorities have often been paid less for doing the same work as their peers. These compensation disparities persist not because of a lack of talent or experience. Instead, they reflect long-standing workplace norms that must be addressed at the corporate level. 

Creating a more equitable future starts with recognizing these challenges and advocating for fair, skills-based pay. That means evaluating each candidate based on their qualifications—experience, education, experience, certifications, and skills—rather than relying on past salary history, which can reflect and perpetuate prior pay inequities.

For example, a candidate with a strong background and a track record of success throughout their career finally lands an interview for their dream job. Instead of asking for their previous compensation, the employer reviews their résumé, education, and achievements, and makes a starting salary offer based on the candidate, the job market, and the role’s responsibilities.

The offer exceeds expectations because the employer recognized the value the candidate can bring to the company, and not only their past salary history. It’s a turning point that affirms their hard work, opens new opportunities, and sets the stage for a more equitable career path.  

This is how the pay gap begins to close—one equitable job offer at a time.

How to Negotiate Salary After a Job Offer

Now, let’s take the same example and add the element of salary negotiation. This is a key factor in closing pay gaps and securing fair compensation, yet it's a skill rarely taught. The lack of preparation can leave candidates feeling apprehensive or reluctant to advocate for themselves. They may wonder: Will I seem difficult or demanding if I make a counteroffer? Will I risk losing the opportunity altogether? 

These concerns are valid. Effective negotiation skills require courage and confidence. It’s about knowing your value and communicating it with clarity and professionalism. Here are some steps for navigating the negotiation process with confidence:

Know your worth. Whether you’re entering a new industry or shifting careers, your education, experience, certifications, and transferable skills bring measurable value to the table. 

Bring the numbers. Come prepared with data to support your ask. Use trusted sources like the U.S. Bureau of Labor Statistics, Glassdoor, or Salary.com as your benchmarks for industry standards and pair that information with your achievements, education, and skills. This kind of preparation is one of the most important salary negotiation tips for professionals at every stage of their careers.

Think beyond salary expectations. When negotiating, don’t just focus on the numbers. Consider what matters most to you in addition to base pay—like remote work, flexible hours, additional PTO, signing bonus, salary increase, and professional development opportunities—and include them in the conversation about your benefits package.

Tell your story. Employers want to know how you’ll make an impact from day one. Even if you’re joining the workforce for the first time or re-entering it after earning a degree, your education is a valuable asset. Share how your skills, experience, education, and expertise have prepared you to solve real problems, work as part of a team, and deliver results.

Negotiate with confidence. Negotiation is a professional conversation, not a confrontation. Approach negotiating a job offer with clarity, respect, and confidence in the value you bring.

How Employers Can Prepare for Salary Negotiations

What are an employer’s responsibilities when it comes to fair and equitable pay and negotiation practices in 2025? Quite a few—and they begin well before an offer is made. 

In order to build trust, reduce pay disparities, and uphold ethical hiring, here are best practices employers should implement:

• Conduct regular anti-bias training and pay equity training for all hiring managers and HR staff to ensure consistent, fair treatment.
• Remove salary history and expectation questions from job applications. Asking about past compensation can perpetuate pay inequalities. 
• Don’t discuss salary during job interviews. This allows the hiring manager to stay focused on candidate qualifications and potential, not compensation negotiations.
• Establish clear talking points for hiring managers in case a candidate discloses their current salary. While job candidates can’t be stopped from volunteering this information, interviewers should be trained on how to redirect the conversation back to the interview. 
• Rely on HR professionals who support talent acquisition to offer and negotiate salary. Recruiters acting on behalf of the organization can serve as objective guides for hiring managers, especially when it comes to applying consistent offer protocols that have been set up to address pay disparity concerns.  
• Set salary ranges using current market data. Consider experience, skills, education, certifications, and other competency factors when determining a candidate’s placement within the range.
• Consider how your organization compensates employees outside of pay. This may include health insurance, flexible time off, 401K matching, and other benefits that add value to the total compensation package.
• Avoid all negotiations until after a formal offer has been extended.  

There may be instances when an employer makes an offer above market rate, or times when a candidate declines an offer they feel doesn’t match the value they can bring to the organization. However, when employers consistently apply data-backed, equitable pay practices, they strengthen employee trust, mitigate risk, and help solve some of the most complex issues with the pay disparity gap

Ultimately, it’s up to employers to lead by example—paying candidates fairly and consistently for the work they do, regardless of gender, race, or background. Companies that demonstrate people-first practices use data and transparency to implement long-term strategies that ensure fairness at the foundation of every hiring decision.

Start Your Career with WGU

Even with new pay transparency laws, negotiating your salary is still one of the most powerful tools you have. Whether you’re preparing to negotiate your first job offer or looking to advance in your current career, the right education can make all the difference.

WGU’s online, accredited degree programs are designed to help working professionals build the confidence, skills, and credentials they need to succeed. From business and IT to healthcare and education, WGU offers flexible, career-relevant programs that empower you to grow your career and earn the pay you deserve. Explore WGU’s online degree programs to find the one that fits your goals—and take the next step toward a future where your experience and value are recognized.