Over 80% of women in Scotland over 45 have not negotiated their salary in the last five years, new research from Florence Rolland says.

84% of women in Scotland aged between 45-54 and 83% of women aged 55 to 64 have not negotiated their salary in that time, the research shows.

The results display that while significant strides have been made toward workplace equality, the gender pay gap remains a persistent challenge.

Women, on average, still earn less than men for the same work, even when accounting for factors such as education, experience, and industry.

The study posits that one of the driving factors for this continuing inequality is that women are less likely than men to negotiate their salaries.

Research has consistently shown that men initiate salary negotiations more frequently, while women are more likely to accept initial offers without questioning them.

This reluctance to negotiate can stem from multiple factors, including social conditioning, fear of being perceived as aggressive, or concern over potential backlash from employers.

Negotiation expert Florence Rolland’s survey, which questioned 2000 women across the UK, confirmed this by revealing that in Wales, 68% of women aged 35 – 44 have not negotiated their pay because they didn’t want to be perceived as difficult.

One of the biggest reasons women do not negotiate at work—whether it’s for salary, promotions, or better opportunities—is a lack of confidence. Confidence plays a crucial role in self-advocacy, and the survey results show a stark lack of confidence to negotiate in women across the UK.

Women from the East Midlands are least likely to have the confidence to negotiate, with 76% of them responding to say they were not confident. 64% of women from Wales, 66% from Northern Ireland and 62% from Scotland don’t believe they have confidence to negotiate.

Unfortunately, failing to negotiate not only leads to immediate financial disparities but also compounds over time, affecting long-term earnings, retirement savings, and overall financial stability.

Compounding these issues, returning from maternity leave is a significant transition for working mothers.

While adjusting to new personal and professional responsibilities, many women face an unexpected challenge—returning to work wanting to negotiate their salary but without having the confidence or skills to do so.

Shockingly, the survey found that in Wales 54% of women aged between 35 – 44 would not be likely to negotiate their salary when returning to work from maternity leave.

Interestingly, from those surveyed, 47% of mothers returning to work after maternity leave from London would be more likely to negotiate their salary compared to 75% from Northern Ireland and 64% from Scotland who would not.

While systemic changes are necessary to close this gap, one of the most immediate and impactful strategies women can adopt is strengthening their negotiation skills.

Being able to effectively negotiate salary and benefits is a crucial tool that empowers women to advocate for their worth, challenge biases, and secure fair compensation.

In the survey, 94% of UK women say that they would feel much more confident about negotiating if they took part in formal negotiation training.

Recommended reading

• New Data Shows Scottish Women Earn £3,000 Less Than Men
• Why Are Women Leaving Tech? Instead, Ask Why They Should Stay
• UK Boardroom Gender Pay Gap Shrinks as Europe’s Widens

Florence said: “By improving negotiation skills, women can take control of their financial futures. Negotiation is not just about asking for a higher salary—it is about communicating one’s value effectively, setting professional expectations, and ensuring that compensation reflects skills, experience, and contributions. Employers expect candidates to negotiate, and those who do are often rewarded with better pay and benefits.

“By embracing negotiation as a necessary skill, women can break barriers, challenge outdated norms, and ensure they receive the compensation they deserve. 94% of women would feel more confident about negotiating if they took part in training.

“Learning to negotiate is not just about individual gain—it is a step toward a more equitable workforce where talent and contributions are valued equally, regardless of gender.”

Of course, there are other options employers can do to not put the onus entirely on women to negotiate their salaries blindly. Transparent pay scales, publishing the amount each person and each position earns, supporting the work of unions and unionisation of work, can go a long way. Further, these interventions reflect that the pay gap is a systemic, rather than an individual, issue.