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When Robin Washington was announced as Salesforce’s new President and Chief Operating and Financial Officer (COFO), it seemed like a huge win for representation and leadership. As an experienced executive, her appointment to a role combining two C-suite positions into one was noteworthy. However, when the details of her compensation package were revealed, it highlighted a systemic issue: women continue to face significant pay disparities in corporate America.
She manages a billion-dollar company's financial and operational aspects, yet she is paid less than the two executives who previously held these roles.
But here’s what I know some of you are thinking…
Maybe she took the offer because she didn’t want to lose it.
Maybe she didn’t push for more because the economy is shaky.
Maybe she figured, “It’s a great opportunity—I should be grateful.”
Sound familiar?
Women—at every level—are conditioned to accept less out of fear that asking for more will make the offer disappear. But here’s the reality:
Companies don’t give you a job out of kindness. They give it to you because they need you.
If they offer you the job, they’ve already decided you’re worth hiring.
If you don’t negotiate, you’ll leave money on the table that you will never recoup.
So let’s examine Robin’s deal—and what it teaches us about why women must negotiate PERIOD.
What Robin Washington Is Really Getting Paid
Robin stepped into a role that used to belong to two people (Chief Financial Officer + Chief Operating Officer). Here’s what she got:
$1.1M base salary
175% bonus target ($1.925M per year, based on performance)
$8.5M sign-on bonus (but it must be paid back if she leaves within two years; this includes if she’s terminated)
$9M in restricted stock units (RSUs)
$9M in performance-based restricted stock units (PRSUs), meaning she has to hit aggressive performance targets to unlock the full payout
Total potential earnings: $29.525M—IF she meets all performance goals.
Sounds good, right? Let’s compare it to what the previous CFO and COO made when their roles were separate.
The Pay Gap: Robin vs. Her Predecessors
Before Robin took over, two people held the roles she now manages:
Amy Weaver (Former CFO)
Base Salary: $1,000,000
Bonus: $1,000,000
Stock Awards: $10,269,502
Other Compensation: $6,072
Total Compensation: $12,275,574
(Source: Salary.com proxy filings for Salesforce)
Brian Millham (Former COO)
Base Salary: $900,000
Bonus: $3,400,000
Stock Options: $6,000,030
Stock Awards: $6,000,051
Other Compensation: $121,392
Total Compensation: $16,421,473
(Source: Salary.com proxy filings for Salesforce)
Combined Total for Amy + Brian’s Roles: $28,697,047
Full Comparison of Compensation Packages
Component | Amy Weaver (CFO) | Brian Millham (COO) | Combined Total | Robin Washington (COFO) |
Base Salary | $1M | $900K | $1.9M | $1.1M |
Bonus | $1M | $3.4M | $4.4M | $1.925M |
Stock Options | $0 | $6M | $6M | N/A |
Stock Awards | $10.27M | $6M | $16.27M | $9M |
Performance-Based Stock | N/A | N/A | N/A | $9M |
Other Compensation | $6K | $121K | ~$127K | N/A |
Total Potential | $12.28M | $16.42M | $28.7M | $29.525M |
Key Disparities in Robin’s Package
While Robin Washington’s total potential compensation appears higher at first glance, there are significant differences:
Performance-Based Compensation:
A large portion of Robin’s package ($18M in RSUs + PRSUs) is tied to aggressive performance goals.
In contrast, Amy Weaver and Brian Millham had more guaranteed stock options and awards.
Bonus Structure:
Brian Millham received a guaranteed cash bonus of $3.4M—nearly double Robin’s potential annual bonus of $1.925M.
Clawback Clause on Sign-On Bonus:
Robin must repay her $8.5M sign-on bonus if she leaves within two years—a restriction not mentioned in Amy or Brian’s packages.
Base Salary Disparity:
Despite managing finance and operations, Robin’s base salary ($1.1M) is slightly higher than Amy Weaver’s ($1M) when she was solely CFO.
Bottom line? Robin is doing twice the work but isn’t getting twice the pay—and much of her compensation is at risk if performance targets aren’t met.
The Bigger Picture: Gender Pay Gaps Across Industries
Robin Washington’s case reflects broader trends in gender pay disparities:
Overall Workforce: Women earn 82 cents for every dollar men earn; this widens to 75 cents when part-time workers are included.
By Race/Ethnicity:
Latina women: 51 cents per dollar paid to white men.
Black women: 64 cents per dollar.
White women: 73 cents per dollar.
Asian American women: 83 cents per dollar.
Leadership Roles: Women hold only about 10% of top executive positions in Fortune 500 companies despite making up nearly half the workforce.
By Industry: In technology and finance—industries where Salesforce operates—the gender pay gap is among the widest.
Balancing Fear with Getting Paid What You Deserve
Let’s be real—negotiating doesn’t always feel easy.
If the thought of pushing back on an offer makes your stomach drop, you’re not alone.
Maybe you’ve been told:
“Don’t rock the boat—you should be grateful for a job.”
“If you ask for too much, they’ll find someone else.”
“Hard work will pay off—just be patient.”
And I get it. The economy is unstable. Layoffs, hiring freezes, AI replacing jobs—it’s a lot.
And if you’re already fighting to be taken seriously in your workplace—especially as a woman or a woman of color—the idea of asking for more money can feel downright risky.
But here’s what I need you to know:
The offer was already yours before you started negotiating. They wouldn’t be conversing if they didn’t think you were the right fit.
They expect you to negotiate. Companies leave room in their budgets for it.
If you don’t negotiate now, you’re locking yourself into lower earnings for years.
Women who don’t negotiate lose between $500K and $1M over their careers.
And here’s the worst part: Once you start low, every raise, promotion, and bonus after that is also lower.
So the question isn’t just, “Should I negotiate?”—it’s “Am I willing to keep working harder for less while others get ahead?”
Because here’s what I know:
Men aren’t scared to negotiate.
Companies aren’t in the business of paying you more just because you deserve it.
And if you don’t advocate for yourself, no one else will.
Negotiation isn’t a “nice to have”—it’s a non-negotiable.
Are You Negotiating Like Robin… or Like the People Who Get Paid?
This isn’t just about executive pay. It’s about you.
Are you accepting the first salary they offer?
Have you ever felt you “should just be grateful” for what they give you?
Do you feel awkward or nervous asking for more money?
If so, you’re leaving real money on the table.
That’s precisely why I created the Get Paid Accelerator Intensive.
Do you want to learn how to Negotiate Like a Boss?
If Robin Washington—a powerhouse executive—could have negotiated more… don’t you think you could too?
At The Get Paid Accelerator Intensive, I’m breaking down:
The exact words to use when negotiating (so you don’t freeze up)
How to make a strong case for more money and ask confidently
How to walk into any salary conversation with confidence
Ready to finally get paid what you deserve? Here’s how to join:
Click “Yes, I Want To Get Promoted & Paid”
Secure your spot—because waiting won’t get you paid.
Don’t let fear keep you from negotiating. Let me help you get paid.