Month: May 2019
Educational Program of the Month
Why Not More?(WISE Theme Program: Day of Practice)
||University of California, Berkeley
|Person in charge:
|Target Population: 40
||Time Needed to Organize: 1 month|
|Number of People in Attendance: 40
||Date(s) of Program: May 6, 2019|
|Number of People Needed to Organize: 1
||Cost of Program: Free|
|On-Campus Population: 7,200
||Chapter Size: 34|
|Origin of Program:|
The goal of the Womxn in Science and Engineering (WISE) Theme Program is for
residents to explore their interest in science, technology, engineering, arts, and
mathematics (STEAM) and the intersections of social identity. Through weekly seminar
readings, discussions, and intentional programming, WISE provides a critical community
where residents leader about the gender gap, power, and privilege in the STEAM fields.
Throughout the year, the participants of the WISE Theme Program consistently talked
about the gender pay gap. However, every time that topic was brought up, it was brought
up with fear and anxiety. 62% of new grads are not negotiating their pay in their first jobs.
And when we think about the gender disparity, only 34% of womxn are negotiating. But we
also know that 75% of employers actually have room to INCREASE their offer by at least
5%. So why are students so afraid of negotiating for salaries and benefits that they
Fear? 90% of employers NEVER retract an offer because someone attempts to negotiate!
Failure? 80% of folx who do negotiate are at least partially successful!
How can we better prepare our students to enter the workforce with salaries and benefits
Word Count: 196
|Please give a short description of the program:|
Why not MORE? was a program designed to give practice to the womxn in the theme
program to practice their negotiation skills. To echo the Origin of the Program, students
typically fear rejection and that thought creates anxiety and a level of confidence that
does not allow for success. This program was meant is meant to empower our students
to advocate for what they need in the workplace.
During the theme program's weekly seminar, students were able to talk about norms,
facts, and strategies. Throughout the semester, we talked in great detail about how and
why womxn entering in science related fields are just as capable and necessary as
men--and in turn should be paid equally. We brought in the career center to talk through
strategies and tips.
Prior to the program, the students were sent a scenario where they received a job offer
(salary, vacation time, and moving expenses). They also received "research"
information about the average job offer and what their male counterpart was earning--all
higher than their job offer (of course!). The students could then plan out or think about
what their strategy would be when entering the negotiation space.
During the Why Not More? program, students entered a room with a "hiring manager"
and of course, it was a male-identified professional staff member. The hiring manager
would welcome the student and express how excited they were to have them join the
company. The hiring manage would then ask if they were ready to sign the offer. From
there, it was in the students' hands to move the conversation forward and find a
From the hiring manager end, they were instructed to deny the first negotiation attempt
regardless of what the student was asking for. This would make the student find a new
strategy, solution, and find something else that mattered to them (i.e. education
benefits, more moving expenses or vacation time, remote work, housing expenses,
After they negotiated, the hiring manager had time to provide verbal feedback. The
students also received written notes to take with them. The students were then brought
into a debrief space where they chatted with a professional staff member and peers
about the experience. They talked about what approaches they attempted and what
they thought they did well. They also shared what they might do differently in future.
Program Time: Approximately 1 hour.
Word Count: 394
|Goals of the program:|
1. Residents would be able to test out at least two strategies on negotiating a job offer.
2. Residents would leave feeling more confident in their ability to advocate for their
needs and wants going into a negotiation. 3. Residents would be able to express their
fears and uncertainties about negotiating4. Residents would leave with strategies to
navigate their fears and uncertainties about negotiation.
Overall, this program was the accumulation of all that these residents had learned
through participation in the WISE theme program's spring seminar. The spring seminar
focused on professionalism and this program was designed to prepare these students
for their internships and first jobs.
As the instructor, I never want these students to feel like they cannot. If they do not want
to, that is different, but I never want their fears to be what stop them. Womxn in science
are looked at with a very close lens, and standing out is not always beneficial. However,
I want these students to know that they can and if they want to, they should. These
womxn students deserve equal rights and equal pay.
Word Count: 185
|Positive and lasting effects of the program:|
From my perspective, the program was a success. The students felt confident and they
were proud that they were able to get negotiate for what they thought they deserved.
Some of the students talked about how nervous they were at the start, but by the end,
they were telling the hiring manager that they deserved more.
Feedback from the professional staff volunteers:"the program was really cool to see
play out. The students were intentional and thought critically about their options,
especially after being told no the first time." "It was cool to be on the hiring manager
side and hearing their confidence grow as the conversations progressed."
Feedback from the students: "I didn't do great, but now I know what to expect and how
to do better when this actually comes up." "I am actually shocked at how well this went.
I did not know if I would be able to maintain a straight face, but I was able to test out a
few different strategies.""Men intimidate me in those settings. It was actually really good
practice for me. Overcoming my fear now will help me as I start looking for internships
Word Count: 194
|Short evaluation of the program:|
Again, from my perspective, I really think this program was a success. There are always
going to be ways to improve the program, but overall, it was a good way to end the
What went well:We had a good number of professional staff there to help with playing
the hiring manager role. The printed note sheet was easy to read and easy to use--it did
not look at content, but the presentation of content. The space was utilized and made
for an awesome setting. The student debrief time was well used and provided thoughtful
reflection from the group.
What could be improved:Actually more time for reflection--the students would not stop
talking with the hiring managers looking for tips and feedback. More time in-between
conversations in order to maximize written feedback. Make dress code part of the
Word Count: 138
|How could this program be adapted to other campuses?|
This program could be adapted at any institution, for any major or student identity.
This program should be adapted to the number of professional staff members that are
available to participate.
The program also can be adapted by space. I had roughly 7 conversations going on in
each room, but some spaces cannot accommodate. Something really cool would be to
make it in an office setting where a real desk could be used.
If anyone is looking for materials, please feel free to reach out.
Word Count: 86