In January, companies are hiring, renewing budgets and career opportunities abound — yet many overlook a crucial step: negotiating better pay. Our expert shares insights on salary negotiation for Nigerian women aiming for fair compensation and meaningful career growth this year.
For a long time, I believed that if I worked harder, remained professional, and delivered good results, better pay would naturally follow. When salary offers came, I often focused on gratitude instead of proper salary negotiation. I told myself that opportunity mattered more than money. Over time, I realised this thinking was not unique to me. Many Nigerian women approach salary negotiations the same way. We do our best, avoid difficult conversations, and hope recognition and fair wages will come on their own.
This mindset has consequences. A 2020 survey by the International Labour Organization revealed that women in Nigeria earn between 20 and 30% less than men in similar roles. That gap is precisely why I reached out to Perfect Eniafe Ologunde — a marketing strategist, product manager, and founder of To The Graduates. Her work focuses on helping people build clarity, confidence, and direction in their careers.
I sought to understand why salary negotiation remains challenging for many Nigerian women and what workplaces can do to improve outcomes. What our conversation revealed runs far deeper than confidence alone.
Why do many Nigerian women struggle with salary negotiation?
According to Ologunde, many women enter the workplace already conditioned to stay silent. “In Nigeria, many women are socialised to be grateful rather than assertive, especially in the workplace,” she explains. She notes that from an early age, women are taught that asking for more can come across as being ungrateful or disrespectful. This phenomenon stems from deeply ingrained gender stereotypes and societal expectations that promote modesty, accommodation, and deference in women’s behaviour. That belief causes us to view salary discussions as something to accept rather than negotiate in our careers.
Leadership roles also remain a challenge. “In many workplaces, women hesitate to ask for leadership or managerial roles, even when they are qualified,” Ologunde says. She explains that leadership is still subconsciously coded as masculine, while women are praised for being helpful or supportive. “Those traits are not bad, but they are rarely rewarded with authority or higher pay,” she adds.
Another major barrier is the lack of transparency around pay. “When salaries aren’t openly discussed, women are left guessing what’s fair, and that uncertainty makes it harder to advocate for themselves,” she says. When this is combined with fear of being labelled difficult or easily replaceable, many women choose silence over negotiation.
Read also: Master the art of salary negotiations with HR expert, Nnanke Essien
How to know you deserve better pay
So how do you objectively determine that you deserve higher pay — even in organisations with informal structures and limited data? Ologunde suggests starting with concrete evidence of impact:
Document quantifiable results: Document everything that makes you a financial asset to the company. The revenue generated, clients acquired, cost savings, efficiency improvements, or projects delivered on time and on budget. These results make it harder for anyone to dismiss your value.
Note responsibilities beyond your job description: This includes taking on leadership roles in projects, mentoring colleagues, or taking on extra tasks that benefit the team or company.
Highlight recognition and feedback: Provide links or documents to your positive performance reviews, client testimonials, or commendations from colleagues and managers.
State skills and certifications: new skills learned, certifications earned, or trainings completed that enhance your value.
Look beyond your organisation: Even if your company doesn’t share salary data, you can still research industry benchmarks online or through professional networks.
“Track these achievements consistently — every three months if possible — so when the time comes for negotiation, you have specific evidence rather than vague impressions,” Ologunde advises. When women combine personal results with market data, the conversation becomes factual rather than emotional. “Focus on value, not entitlement. Frame your case around impact, not feelings,” she adds. This aligns with negotiation research that shows being prepared with objective information helps women perform better at the bargaining table.
Read also: Why do women deserve equal pay for equal labour?
How to negotiate while already on the job
For women already in a job, Ologunde advises being strategic long before the conversation. “Weeks or months before negotiating, make sure your impact is being felt. Deliver results and ensure your contributions are visible,” she affirms.
When it is time to talk, she warns against casual approaches. “Don’t frame it as a joke or brush it off. If you’re not intentional, you risk having an empty conversation,” Ologunde warns. Language matters more than many women realise. “Avoid phrases that weaken your ask, like ‘I just feel’ or excessive apologies,” she adds.
She suggests opening with appreciation, then presenting achievements and market research. “Use confident but collaborative language. This keeps it professional and focused on growth,” Ologunde explains. For example, phrases like “I’d like to discuss my contributions and growth opportunities” or “Based on my performance and market benchmarks, I’d like to talk about adjusting my compensation.” This makes the discussion a business conversation, not a personal complaint.
Finally, anticipate questions and remain solution-focused and confident. If the answer isn’t immediate, ask about steps you can take to reach your desired salary or role.
Read also: The dark side of hustle culture for Nigerian women and how to find balance
How to negotiate salary when applying for a new role
Early salary questions can be tricky. Ologunde advises you not to rush into giving numbers. “Avoid giving a figure first if possible. Instead, try to deflect politely while gathering information, for example: “I’d love to learn more about the role and responsibilities before discussing compensation.” Ask about the role or the budgeted range instead.
Before responding, consider the full picture. “Look beyond base salary. Think about benefits, growth opportunities, bonuses, flexible work options, location, company culture, and any additional responsibilities that may affect your workload,” she adds.
When you finally present a range, it should reflect market research on industry standards and similar roles to create a range that reflects your value. “Your number should be based on skills, experience, and market standards, not what feels comfortable,” Ologunde says.
Read also: I’m calling time-out on the ‘Women make terrible bosses’ stereotype
Systems women need for long-term fair pay
Salary negotiation should be part of a broader career strategy. She recommends a value-based framework she calls V.A.L.U.E. “Visualise your achievements. Align with company goals. List market benchmarks. Use collaborative language. Execute confidently,” she explains. This approach keeps negotiations professional, calm, and fact-driven.
Also, build systems that support your value. Regular research, strong networks, mentors, and skill-building make a big difference,” Ologunde says.
She also emphasises financial clarity. “Know your worth and the minimum you are willing to accept. That confidence changes how you show up in negotiations,” she adds.
For many Nigerian women, cultural expectations can make salary negotiation feel risky or uncomfortable. But as the data and expert insights show, negotiating salary is a necessary skill — not an optional one. With preparation, factual evidence, and the right language, we can approach compensation conversations with clarity and confidence.
In 2026 and beyond, mastering salary negotiation isn’t just about asking for more — it’s about acknowledging and anchoring your worth and shaping a more equitable professional future.
Read more: Imagine a world where equal pay for equal work is the norm
