Money Moves: 5 Career Strategies Women Need to Earn More

Women Talk — powered by GreenWell Solutions
By Shelly Cammish

We’ve been conditioned to talk about money softly—if at all. Like wanting more is “greedy,” “ungrateful,” or somehow not feminine.

Let’s be real: money is freedom. Money is options. Money is safety. Money is impact.

So today we’re talking about how women can make more money in their careers—without apology.

This isn’t about blaming men. It isn’t about starting a gender war. It’s about playing the game with your eyes open—because you can’t change what you refuse to acknowledge.

The Pay Gap Is Real—and It’s Not Just “A Few Dollars”

Let’s anchor this in numbers.

The U.S. Census Bureau reported that among full-time, year-round workers, women’s median earnings were 80.9% of men’s in 2024. That sounds close until you “dollarize” it. US Census Report 

If a man earns $200,000, a woman earning 80.9% makes about $161,800—a gap of $38,200 per year. That is not “close.” That is a lifestyle. That is retirement. That is choice.

The Bureau of Labor Statistics reported in Q3 2025 that women’s median weekly earnings were $1,076 vs. $1,333 for men—about 80.7%. Different source, same story.

So why does this still happen?

Buckle up, ladies. It’s about to get uncomfortable—but we cannot change what we won’t name.

Why Men Make More Than Women (In Plain English)

1) Men get credit. Women get explanations.

A man hits a big win and people assume it’s skill:
“He’s a natural leader.” “He’s sharp.” “He just gets it.”

A woman hits a big win and people often attribute it to something else:
“She works really hard.” “She got lucky.” “She had a great team.”

That matters because credibility is currency. Men get to “bank” it. Women often have to earn it again and again—like their resume resets every quarter.

2) Women get vague feedback. Men get growth feedback.

Here’s a subtle one that quietly destroys careers: feedback quality.

Women are more likely to receive feedback that’s unclear, personality-based, or less actionable—exactly the kind of feedback that doesn’t translate into promotions, raises, or bigger opportunities. HBR Performance Evaluation Bias 

“Be more confident.”
“Speak up more.”
“Be more strategic.”

Okay… how? Where? In what meetings? What does “good” look like?

Men are more likely to get feedback tied to growth and outcomes—feedback that helps them move up.

3) “High potential” is subjective—and it skews male.

Potential is the land of gut feelings. And gut feelings are where bias lives.

Men are more likely to be labeled “high potential,” and once you get that label, you start receiving the assignments that prove it: high-visibility projects, cross-functional leadership, and decision-making roles.

Women are more likely to be asked to “keep proving” they deserve the shot—before they get it.

4) It compounds into pipeline problems and burnout.

When women have to over-deliver to be seen as “ready,” the math becomes punishing.

More proving. Less recognition. Slower advancement.

Eventually, the effort-to-reward ratio becomes so unfair that women opt out—not because they aren’t ambitious, but because they’re tired of building empires for other people.

5) The motherhood penalty is real—and it hits fast.

A major driver of the pay gap is what happens after kids. Earnings trajectories often drop sharply after childbirth. And the impact can last for years—sometimes permanently.

And here’s the kicker: even if you don’t have kids, workplaces can still assume you will—or treat you like you might.

That is unconscious bias, and it can come from men and women leaders.

Five Things Women Need to Start Doing to Make More Money

Now for the power shift.

This is the part where we stop analyzing the system and start moving within it—strategically, unapologetically, and with receipts.

1) Treat your career like a business

If you ran a business, you’d know:

• what your product is

• what value it creates

• what the market pays for it

Your career is no different.

Start a Value File—a brag doc, a wins list, an internal resume—whatever you want to call it. Track:

• revenue influenced or costs saved

• projects delivered (with before/after results)

• metrics, testimonials, and visibility moments

• problems you solved that others avoided

Then benchmark your role annually using salary data and recruiter conversations.

Money follows measurable value. Make your value easy to repeat.

2) Ask for money like a leader, not like a “good employee”

A lot of women ask for raises like this:
“I’ve been working really hard…”

Leaders ask like this:
“Based on my scope and results, my compensation should match the market and impact. Here’s the data.”

Try this script:

“I’d like to align my compensation with the outcomes I’m delivering. Over the last 6–12 months, I’ve delivered X, Y, Z. Based on market ranges and expanded scope, I’m targeting $____. What would need to be true to get this approved?”

And if they say no:

“What’s the exact plan and timeline to get to that number—what metrics, what date, and what title scope?”

You’re not asking for permission. You’re presenting a business case.

3) Don’t wait to be noticed—engineer your first promotion

This is self-advocacy. You have to be your own advocate.

Men have been doing this since the beginning of time. It’s time you do it too.

Here’s how:

• Tell your manager: “I want the next level. What does that look like?”

• Ask for stretch assignments that are promotable—not busy work.
  You do not want to be “a helpful resource” on a team where you can’t shine.
  Ask yourself: What does this do for my career?
  And if the answer is nothing, say:
  “Thank you—AND I think X is a better fit because…”

• Get a sponsor/advocate, not just a mentor.
  (And yes—go read/listen to my episode on why women don’t need mentors, they need advocates.)

Promotions compound. Build the first one with intention.
And keep building your internal resume—your wins list—because your memory won’t protect you in a review cycle.

4) Skill-stack into higher-paying work

Tie your work to money.

Higher pay follows roles closer to:

• revenue

• profit

• risk reduction

• decision-making

Examples of high-income skill stacks:

• operations + data + strategy

• marketing + analytics + revenue ownership

• project leadership + change management + systems

• sales + negotiation + account growth

You don’t have to start over. You just need to aim your skills at higher-leverage problems.

5) Build visibility and mobility

Two realities can be true:

• loyalty is admirable

• mobility often pays

Sometimes the fastest raise is a new seat at a new table.

And here’s the part nobody wants to say out loud:
I have yet to meet a woman who’s been at the same company for years who’s paid adequately for the work she’s doing.

But they’ll proudly tell me:
“I’ve been here 5 years… 10 years… 20 years…”

And I’m going to say it plainly:

Pride has messed up your wallet.

Few companies will offer the financial incentive that an external opportunity will.
So always know your value. Always know your market rate.

And visibility isn’t vanity—it’s career insurance.

Make sure the right people can answer:

• What does she own?

• What results does she deliver?

• Would I bet on her in a bigger role?

Let’s Land This

Men make more than women for a mix of reasons: pipeline gaps, role sorting, negotiation penalties, motherhood penalties, and bias.

But you are not powerless.

Your challenge this week:

1. Start your Value File / wins list.

2. Identify one measurable win you can bring to your next comp conversation.

3. Book one meeting—with a sponsor, advocate, leader, or recruiter—someone who expands your options.

Because the goal isn’t just to “work hard.”

The goal is to get paid for the value you bring.

If this hit home, share it with a woman who needs a raise and a reminder.