Negotiating salary: Knowing your worth and speaking up

Starting your career in project management can be exciting, but when it comes to negotiating your first salary, many young women hesitate. Why? Confidence gaps, limited negotiation experience and a workplace culture that often undervalues women all play a role. This blog explores the challenges women face in salary negotiations and offers practical strategies to help early-career project professionals advocate for what they deserve and closing the gap before it widens further.

Understanding the value of salary negotiation

Negotiating a salary is not just about asking for more money, it’s about recognising your worth and having the confidence to speak up for it. Understanding what the market offers allows us to reflect on our skills and confident decisions that shape our career paths.

Closing the confidence gap in salary negotiation

A well-researched and assertive negotiation shows not only that we value ourselves but also encourages others to recognise our potential. In her documentary, Karren Brady highlights a striking divide: only 7% of women in the UK negotiate their salary, compared to 57% of men. Even accomplished and experienced women often struggle to ask for better pay, not because of ability, but because of confidence. Building confidence through preparation, clear communication and assertive language can help women bridge this gap and ensure they are recognised and rewarded for their true value.

Fair pay should not feel like a risk

As a construction management graduate entering the workforce, we often face this difficult dilemma. When asked about expected salary during interviews or in applications, we respond with figures that are fair based on research and industry standards. Yet we are told it is too much to ask. This feedback can be disheartening. It raises tough questions: Are we expected to undervalue ourselves just to get a foot in the door?

Why does asking for a fair wage make us seem unrealistic or entitled?

Even when we are confident in our skills and qualifications, we begin to doubt ourselves. We worry that asking for what we deserve might ruin our chances. Too often, we stay quiet out of fear of losing the offer, or worse being blacklisted for speaking up.

We hear familiar lines like, we will revisit this after a big project, or there is not much profit right now. And we nod, staying silent, hoping to prove our worth later. This silence, born from fear, holds too many of us back.

The gender pay gap in a growing industry

The APM Salary and Market Trends Survey 2025 offers both optimism and important reflections. With the average project manager salary rising to £52,500, a 10% increase since 2023, there is a clear sign that project professionals are feeling more confident and valued. 80% report job satisfaction, and government investment is opening new opportunities for growth. Yet despite this progress, the gender pay gap raises a pressing question. If the profession is thriving, why does the gender pay gap still exist, and why has it widened to 35%? While more women are moving into higher pay brackets, the slow pace of change is troubling and suggests that deeper structural issues remain unresolved.

To help close these gaps, particularly the gender pay gap, practical guidance on salary negotiation is essential. Knowing when to start the conversation, whom to approach and what language to use can make a meaningful difference. Approaching discussions during job offers, annual reviews, or after taking on additional responsibilities provides a strong foundation for success, especially when supported by credible market data.

Using confident, evidence-based language rather than apologetic framing helps reinforce your value and contribution. It is equally important to know how to respond when the answer is “no.” Asking for clarity, understanding the criteria for progression, or pushing back with market evidence can open productive dialogue, while recognising when to accept a response, when it comes with transparent reasoning and a clear timeline, helps keep the conversation constructive.

For further support, resources such as APM salary reports, Chartered Institute of Personnel and Development guidance on pay negotiation, women’s leadership networks, and professional development courses on communication and confidence can empower individuals to advocate for themselves effectively. The APM survey offers hope, but it also challenges us: progress means little unless it is shared equally. Bridging gaps in pay, inclusion and future readiness requires not only organisational change but also the confidence and tools for individuals to advocate for their true value.

Conclusion

Salary negotiation is about claiming space we have already earned. In project management, where opportunity is growing, women should not have to choose between honesty and opportunity. Fear should never outweigh fairness. It’s time we normalise asking, without guilt or hesitation. Because when we know our worth and speak it, we don’t just change our pay, we change the culture for those who follow.