At Circle8 we work daily with independent professionals in IT, HR, finance and recruitment. In conversations about rates and positioning the theme ‘inequality’ comes up more often than many people think. Not in the form of conscious discrimination, but rather in the undercurrent: rate expectations, self-confidence, negotiations and perceptions.
In this blog I take you through what the figures say, where the risks lie and, more importantly, what you as a female professional (or client) can do to ensure a level playing field.
What do the numbers say?
From recent reports of the
CBS
in
BrightPension
appears that female self-employed persons in the Netherlands on average7 to 10 percent less earn than their male colleagues. With permanent employment contracts the difference is greater, but also in the world of freelance, secondment and interim there therefore still exists a rate gap.
Interesting: the difference seems smaller in sectors such as communication and education, but remains stubbornly present in IT, tech and business services, precisely the industries in which many Circle8-professionals are active.
But wWhere is the real difference?
There is not one cause. But there are patterns:
1. Rate request versus rate offer
Many female professionals consistently ask for a lower starting rate when pitching or applying for an assignment. Not out of insecurity, but out of realism or modesty.
Result: the room for negotiation is smaller from the start.
2. Self-image and positioning
Men are more likely to call themselves 'senior' or 'specialist'. Women more often choose a safer description, even with comparable experience.
Consequence: clients perceive differences where there is no substantive difference.
3. Network and visibility
The best-paying assignments are often filled through warm networks. Women are sometimes less actively present in them or less outspoken about their rate expectations.
Consequence: toegang tot hogere tarieven blijft beperkt.
And now? Whatcan you do it as a freelancer?
You don't determine market conformity solely with data, courage and strategy.
1. Know your worth
Substantiate your rate with expertise, results and comparable assignments.
2. Position yourself firmly
Use words that emphasize your strengths and experience. Senior, strategic, managerial, and if it's definitely justified it should be in your profile.
3. Dare to negotiate
A rate is not a static number but a reflection of demand, supply and negotiation. Allow room, practice your pitch and state your rate with conviction.
4. Strengthen your network
Make sure you are visible in the places where assignments originate. Online and offline. Join networks, sign up with staffing agencies that strengthen your position and actively share your expertise.
What can clients do?
True equality also asks something of clients. Transparency in pricing policy, critical reflection on selection criteria and an active policy on diversity ensure better matches and better results.
At Circle8 we advocate for:
Transparent rate ranges when requesting
Inclusive briefing and selection without tunnel vision
Consciously focus on diversity within talent pools
Conclusion: Equal opportunities do not arise by themselves but they can indeed be created
The pay gap is narrowing, especially within the freelance world. But as long as differences in positioning, self-image and networking strength persist, vigilance remains necessary.
At Circle8 we help self-employed professionals, men and women, to position their value well and assist clients with fair, transparent recruitment. Because ultimately rate equality is not an ideal but a matter of good cooperation.
