Heidi Lanford’s MAC Model: A Blueprint for Women to Bridge the Wage Gap

Not only are women statistically underpaid in the workforce, but they are also less likely to ask for a raise.  

Heidi Lanford, former chief data officer for Fitch Group and a member of the advisory board for the University of Virginia’s School of Data Science, highlighted the gender pay gap in a recent discussion in which she laid out several ways that women in STEM fields and beyond can replace their doubt with confidence when it comes to discussing salary increases in the workplace.  

The job market for a variety of careers is continually evolving, but the wage gap that exists between men and women remains static in ways that halt the possibilities of expansion.  

“In 2023, for every dollar that men make, women earn $0.83 to that dollar, and that’s assuming the data is uncontrolled,” explained Lanford. Women are bringing in 17% less income than men, not including level within a position, profession, or experience.  

The Minimal Acceptable Compensation model (MAC) that Lanford created gives women a form of control over how much they are paid — whether this is during the salary negotiation process before starting a job or inquiring about a raise after. 

At the base level of MAC, women consider an income in which all of their basic needs are met: rent, groceries, retirement funds, college savings, and other essential living expenses. Lanford challenges women during this stage of the analysis to adjust their minimum monetary amount upward, as it is likely lower than what men would map out for themselves when inquiring about standard pay.  

In the second level of MAC, or MAC equilibrium, women acquire data for the average pay associated with their job title of interest. Discussing this information with peers and recruiters is also recommended. “This is where building your network of trusted advisors becomes critical throughout your career,” said Lanford. “It’s a good time to start doing that, even if this is your first or second big job out of undergrad.”

For the final level, MAC +,  women are challenged to consider and ask for more money than what they need to live off of — and more than what the average salary of their role is listed as. This requires self-assessment, Lanford mentioned, who encourages women to ask themselves: Did I push myself above and beyond what was expected of me, or did I only perform averagely within my job? Lanford said that men within their field ask these questions often. When internal fear of rejection is raised, she reassures women that the request can be agreed to, met in the middle, or in the worst-case scenario, turned down. 

Knowing and then stating your worth as a woman within the STEM job market and in other fields can be nerve-wracking. With the MAC model in mind, Lanford urges women to consider who they are negotiating with, whether it is someone in human resources or directly with a boss, and to highlight their unique abilities within their field. 

By moving forward with ambition, women can make the money they deserve.