29-08-2025
Highlights and takeaways from STH’s women’s negotiation training, by Éva Perlay
Earlier this year, Sigma Technology Hungary ran a negotiating skills workshop for female employees to help close the gender pay gap and strengthen everyday advocacy. With 39 participants, the sessions sparked dozens of “aha” moments and tangible behavior changes. In this article, trainer Éva Perlay distills what we learned about why women negotiate less often, what that costs for teams and careers, and the practical tactics that render requests easier and outcomes fairer.
Even in countries known for progressive corporate cultures, such as those in Scandinavia, disparities persist. A recent audit by WeAreOpen, Hungary’s largest DEI-focused nonprofit organization, revealed that the gender pay gap at Sigma Technology Hungary is in line with the national average, underscoring the importance of continued action and awareness.
This finding was the foundation for Sigma Technology Hungary’s latest initiative, the Women’s Bargaining Power training course, held in May and June. Designed specifically for female employees and leaders, the workshop aimed to address the subtle, systemic factors that contribute to pay gaps, even in open and well-intentioned organizations. It was a part of our broader commitment to equality, transparency, and empowerment in the workplace.
The training course consisted of four dynamic 4-hour sessions with 39 volunteers—half of Sigma’s female workforce. The program blended research findings, real-life examples, practical communication tips, and negotiation tools.
In the theoretical part, we examined data-backed gender differences and the mental barriers we often impose on ourselves. It was enlightening to discuss the mistakes women make in negotiations and how the participants recognized themselves in these patterns.
After a brief theoretical overview, the focus shifted to practical, immediately usable methods. We discussed and practiced the following:
– How to confidently stand behind a request
– How to handle disagreement
– When to say no
– What communication and negotiation tools are available
It wasn’t just about salary negotiations: we also covered project management, task distribution, promotions, and work-life balance. Everyday situations brought up by participants to improve in.
It was inspiring to see the participants share their experiences and successes, as well as discuss their negotiation challenges. By the end, a supportive and safe space had formed where the participants learned as much from each other as from us.
Some found answers to what they lose by always saying yes. Others needed reassurance that their negotiation partner doesn’t necessarily know better. Some shared their confidence and clarity with others.
A universal takeaway was that while preparation is essential for negotiation, it’s a myth that it must be done alone. A trusted friend, a team, a new perspective—or even ChatGPT—can greatly contribute to success.
Feedback showed that not only did the participants enjoy the training, but 89% strongly recommend it for others (5.5 score on a 1–6 scale).
The most frequently highlighted positives were:
– Serious yet humorous tone for impact and memorability
– Well-structured format with lots of opportunities for questions and discussion
– Real-life examples and practical methods
– Preparedness and presentation style of the trainers
– Reassurance that everyone is “okay” and capable of changing their mindset
What confirmed to us that the training was valuable and successful were the sparkling eyes, the active participation throughout, the unstoppable conversations (even after closing), and the clear answers to what participants would be doing differently starting tomorrow.
Several participants reported that in the weeks following the training, they managed to make requests more boldly or say no with more confidence. These changes may seem small, but over time, they will bring significant business value: more innovation, better decisions, and stronger teams.
Senior managers at Sigma Technology Hungary were also enthusiastic.
“Cheerful atmosphere, serious topic with expert trainers, in a trusting environment where Éva and Orsi created a real forum to explore theoretical topics—like gender equality, the negotiating mistakes women make, pay transparency—alongside the practical processing of real situations” — says Gabriella Alexi, Business Area Manager and one of the participants.
György Nagy, Country Manager at Sigma Technology Hungary, also highlights some initial concerns: “After I asked Éva to organize a negotiation training specifically aimed at women, several people tried to talk me out of it, saying surely I don’t want women to be on equal footing with men when asserting their rights or negotiating their new salary or promotion with me.
I thanked them for their concern and thought to myself: wouldn’t it be better for all of us if not only the male two-thirds of the team were ‘automatically’ considered skilled negotiators? Wouldn’t we be a more successful company if our female colleagues joined them—achieving more win-win situations where female perspectives also prevailed with project members, clients, and even in their private lives?”
Although the program was aimed at female employees, assertive communication and advocacy have a positive impact on everyone. What was learned goes beyond individual careers—it influences team dynamics, project success, and the company’s competitiveness.
When women ask for more—resources, opportunities, attention—the whole organization benefits: more ideas emerge, more talent stays, and everyone becomes a bit braver when standing up for their ideas.
In the fall, we will return for a follow-up session to see what participants have implemented and where negotiation skills can be further strengthened. Until then, pay attention to when a new request or suggestion is made—it might just spark the next big leap forward.
_______________________________________
Business Coach, Workplace Mental Wellbeing Advocate, DEI Program Designer & Trainer
