Helping women achieve pay and promotion equity – in our lifetime.
Until There Are Nine® is an organization whose purpose is to help women achieve pay and promotion equity.
We do this in two ways:
1. Provide women with the knowledge and power to advocate for their rightful share of compensation and professional advancement.
2. Help organizations unlock value and create a more equitable workplace enabling more women to achieve leadership roles.
The Challenge
There are two major challenges affecting women in the workplace:
1. The Pay Gap: Women earn an average of 84 cents on the dollar compared to their white, male counterparts. Black women earn 67 cents, Latina women earn 57 cents and if you’re a mom, you’ll earn 74 cents.
2. The Leadership Gap: Only 1 in 4 leaders are women and only 1 in 20 are women of color in Fortune 500 companies.
The Impact
The pay gap translates to a loss of $700K-$2M over a woman’s career lifetime and needing to work at least 7 years longer to make up the difference.
The lack of women in leadership roles is costing businesses too. When companies have diverse leadership teams, they achieve +19% higher revenues and are 10x more profitable.
Achieving equity is good for women and businesses.
Why We Are Different
We are going beyond building awareness for the cause and turning aspiration into action.
But we need solutions from both the individual and corporate side if we are going to make any progress.
For women:
We offer women intentional ally-ship opportunities where they can learn things that aren’t always taught to us early in our career, whether it’s how to negotiate your compensation, ask for a promotion or set your fees.
For companies:
We can have all the confident, high performing women in the world, but the system needs to be re-designed to retain and promote women within their companies.
We offer companies prescriptive solutions including a proprietary framework and approach for career management from entry to executive level. It is designed to minimize bias and subjectivity in the promotion and reward process that is beneficial to all employees.
Women make 84 cents on average for every dollar made by their white, male counterparts.
There are many reasons for pay inequity. Gender bias and women’s reluctance to negotiate makes up roughly 40% of the pay gap. This is firmly within our power to correct.
Women were made to believe that asking for more could be viewed as being selfish, aggressive and they should simply be grateful for having been offered the position in the first place.
Don’t let your own reluctance to ask be a reason that’s holding you back. Our Playbook and Network of Advisors can help you recognize, articulate and negotiate your worth.
Our Proprietary Playbook
We’ve developed an empowering ‘negotiation playbook’ that provides specific guidance and best practices, based on the experiences of the founding members.
It gives you the ability to organize and communicate the value you deliver in your current role, to confidently ask for the raise and/or promotion.
Or, how to recognize your value when interviewing for a new role and not leave any money on the table.
Access it for free now.
1:1 Advisor Network
The interview process can be daunting enough further challenged by the inevitable compensation discussion. Or, asking for a raise and promotion at the company where you love your job. While some use friends or family members as a sounding board, many enter into compensation discussions alone and unsupported.
But what if you could have your own “wingwoman” or “wingman” to provide emotional support and practical advice throughout the process? We have built an amazing network of Advisors who are volunteering their time to help you, because they are aligned to the mission.
Sign up to get matched to an Advisor or volunteer to become an Advisor. If you sign up to be an Apprentice, your information such as current and prospective employer (if applicable) will be kept confidential.
FOR COMPANIES
Companies are facing multiple headwinds that’s making year on year growth increasingly unpredictable. Yet, one factor helps companies achieve accelerated growth and business performance – women in strategic leadership roles.
Organizations that have women in leadership roles achieve +19% greater revenues, are 10x more profitable and are more likely to capture new markets.
Yet, only 1 in 4 women currently hold leadership positions and it’s 1 in 20 for women of color. Why is this such a perpetual problem? Because companies aren’t addressing the root causes:
1. Attrition: 48% of women have to leave their current job in order to get promoted
2. Advancement: There is a 50% drop rate in promotions for women from entry to executive level
In speaking to women, their greatest barriers have been not having clear promotion criteria, bias and subjectivity in the promotion process and being given ambiguous feedback to the question “what do I need to do to get promoted?”
Companies are adding significant costs to their operating expenses when they hire externally vs. promote internally and replace the talent that is leaving.
Retaining and advancing women – 50% of the workforce – is good for women and business.
We’ve developed a proprietary framework and approach to career management that helps all employees – CLEAR PATH.
Reach out to bhavanasmith@untiltherearenine.com to learn more.
Need Guidance? Sign up to be an Apprentice
Get 1:1 guidance and support from an Advisor or simply access the Playbook if you are on the verge of compensation discussions, or you are actively planning your next move.
Information such as current and prospective employer (if applicable) will be kept confidential.
Volunteering Support? Sign up to be an Advisor
Offer 1:1 guidance and support to someone who needs help advocating for themself during a compensation and/or promotion discussion.