How much did you ask for in your last salary negotiation? How much do you think the bloke sitting next to you at the office asked for? If either of you used AI to guide the conversation, those two numbers might have been worlds apart. 

German researchers have just published a study on bias in large language models (aka AI) that should have us all paying attention. They fed AI systems identical candidate information, building personas and then changing details like gender, immigration status, and race. The results? AI has been recommending that women, people of colour, and marginalised groups ask for less money when applying for new roles. ChatGPT’s latest model suggested a female candidate applying for a medical doctor position ask for $280,000, but for that same exact position it told a male candidate to aim for $400,000. That “wo” in “woman” apparently costs us $120,000 a year—and I am NOT here for it. 

But before you throw your phone across the room, let’s channel this righteous anger into action. Because here’s what this really tells us: we’re living through a pivotal moment where technology could either amplify existing inequalities or become a tool for our financial liberation. The choice is ours. 

The problem isn’t just the algorithm – it’s the data 

Here’s the thing about AI that everyone seems to forget: it’s only as smart as the information we feed it. And guess what all that historical salary data looks like? Decades of women, especially women of colour, being systematically underpaid. When AI looks backwards to predict forwards, it’s essentially saying, “Well, this is how things have always been, so this must be how they should continue to be.” 

But we know better than that, don’t we? The past doesn’t dictate our financial future. We’re not our mothers’ or grandmothers’ generation – we’re building wealth differently, negotiating differently, and refusing to accept “that’s just how things are” as an answer.

The researchers found that AI consistently undervalued candidates from marginalised communities across the board. This isn’t just about gender – it’s about race, immigration status, and every other way society has historically decided some people deserve less. And frankly, that’s unacceptable in 2025. 

Your worth isn’t negotiable – your salary is 

Here’s what I need every single one of you reading this to understand: your value in the workplace isn’t determined by what AI thinks you should accept. Your worth isn’t up for negotiation… but your salary absolutely is. 

I’ve seen too many brilliant women, particularly women of colour, walk into salary negotiations armed with research that ultimately undervalues them. We’ve been taught to be grateful, not rock the boat, and accept what we’re offered. But financial freedom requires us to unlearn those lessons and rewrite the script entirely. 

When you’re preparing for your next salary negotiation, here’s your new game plan: 

  • Do your own research. Use multiple sources – salary websites, industry reports, networking contacts. Don’t rely on AI alone to tell you your market rate. Talk to people in your network, especially men at your level and other women of colour who’ve successfully negotiated higher salaries. 
  • Know your numbers inside and out. Come prepared with specific examples of your achievements, the revenue you’ve generated, the problems you’ve solved. Quantify everything you can. When you walk into that room, you should be overflowing with evidence of your value. 
  • Practise your pitch. I cannot stress this enough – rehearse your salary negotiation conversation until it feels natural. Practice with friends, family, or even in the mirror. The more comfortable you are advocating for yourself, the more successful you’ll be. 

Technology should work for us, not against us 

Don’t get me wrong – I’m not anti-AI. And I genuinely believe artificial intelligence will transform how we work in incredible ways. But we need to be strategic about how we use these tools. 

Use AI for market research, practising interview questions, polishing your LinkedIn profile. But when it comes to determining your salary expectations? Take that advice with a massive pinch of salt and do your own thorough homework. 

The beautiful thing about this moment in history is that we have access to more salary transparency than ever before. Companies are being required to post salary ranges. Websites are crowdsourcing real compensation data. Social media has created communities where people share actual numbers, not just vague ranges. 

We’re rewriting the rules 

Here’s what gives me hope: we’re the generation that’s going to fix this. We’re not just accepting these biased outcomes – we’re calling them out, demanding better, and creating change. 

Every time you negotiate for what you’re actually worth, you’re not just improving your own financial situation, you’re contributing to a database of women of colour who refuse to accept less. You’re creating new data points that future AI systems will have to reckon with. 

The pathway to wealth for women of colour has never been about waiting for systems to change on their own. It’s been about us changing them. And that’s exactly what we’re going to continue doing. 

Your financial future starts now 

So here’s your homework: the next time you’re job searching or up for a promotion, remember that you are not a historical data point. You are not your gender, your race, or your background – you are a valuable professional with unique skills and experiences. 

Research your worth using multiple sources. Practise your negotiation skills. Walk into that room knowing that you belong there and that you deserve every penny you’re asking for. 

Because at the end of the day, artificial intelligence might be getting smarter, but it’s got nothing on the genuine intelligence, creativity, and determination of women who know their worth. 

Now, here’s more financial advice, but through an Islamic lens.