It is possible just be brave and state your case. I asked for and got a $3/hr raise after pointing out I was making base pay as a GSA which at the time) was .50 cents an hour more than cashiers. I had worked there a few years in all areas of the front end, and trained almost all of our front end team at the time (including several GSAs and GSTLs at guest service). I even trained some new etls in cash office and guest service.
I asked right after reviews when my pay bump was essentially negated by the minimum wage increase. The worst part was I found out I would still be making less after my review than the new GSA (who I had trained) who was hired in at .50 cents an hour more than what I made with no degree and I have one. It was very upsetting and the only reason I knew his pay was because he felt he wasn’t making enough after reviews and wanted my opinion. I even had a cashier making more than me at the time.
How are you supposed to be respected as a leader when you make less than those you are supposed to lead. That makes no sense and I couldn’t afford to live off what I was making. I brought it up to my ETL-GE, and the ETL-HR, and would’ve brought it to the STL if it was necessary. It was taken care of the pay cycle after the year end review pay increase kicked in.
I did however have to answer a few questions from my ETL-HR’s boss... who was visiting shortly after my pay had been increased. I explained the situation and how I didn’t think it was right the way things happened. She asked if I knew of anyone in a similar boat and said she was glad they were able to take care of it. Of course that raise will be practically useless after the next minimum wage bump but hey it helped this year.
All of that to say... it doesn’t hurt to ask for a raise. My ETL-HR said she respected me more for asking for it. And some other stuff about female empowerment... point being, talk to your ETLs and prove you are valuable and that they would hate it if you left.