Design Thinking, Empathy, and the Case for a $100K Starting Salary

In my work, I focus on understanding people’s needs, empathizing with their challenges, and making sense of the systems they move through. That lens of empathy and curiosity made me want to dig into the conversation around starting salaries (especially the criticism aimed at Gen Z grads asking for $100K). What also pushed me to explore this were the posts claiming young people just don’t want to work hard or are being unrealistic. 

So, I used ChatGPT to run some deep research, looking at how cost of living stacks up against starting salaries for college graduates across generations. By looking across generations, we’re able to see the differences in what each group was uniquely dealing with. It’s not about blame, it’s about better understanding one another.

It’s Not Entitlement, It’s Economics

It turns out that $100K isn’t a greedy ask for Gen Z. Based on the numbers in this research, it takes about $95K a year to support a small family of 3 in the U.S. That’s covering rent, groceries, childcare (in the case this small family is a single parent), student loans, insurance…the basics, not luxury living (this doesn’t include things like savings, investments, or other debt payments). Yes, this information is coming from AI (trust but verify), but it’s something I’ve personally witnessed with younger Millennials and Gen Z people around me. While the numbers may be approximate, it’s obvious that living costs and income aren’t adding up for young people. A second, and sometimes third, income is required to meet the cost of living. Remember, this is for a family of 3 with at least one parent with a college degree. 

Again, this post isn’t about blame or finger-pointing. I want to share this in hopes that people might approach these conversations with a little more empathy. Things have changed a lot, and younger generations are just trying to get by in a different world.

I’m not an economist and don’t have all the answers (like how to achieve this without major inflation), but I am a designer who can look at the problem through empathy, systems, and people’s real needs. 

How might we influence a fair starting salary that meets cost of living?

Make Starting Salaries More Visible and Accountable

Goal: Shift employer behavior by increasing transparency and public pressure.

Ideas:

• Public Salary Dashboards by Field and Region: Like a modern Glassdoor but focused on first jobs and linked to local cost of living.
• “Living Wage Certified” Employer Badges: Similar to LEED or B Corp, companies earn recognition for offering realistic entry pay.
• Policy Advocacy for Salary Band Disclosure: Push for laws requiring posted ranges on all job listings, including internships.

A principle from design: Visibility builds trust. When people understand the systems they’re part of, they can make more informed, confident decisions.

Influence Internal Policy to Improve Early-Career Pay

Goal: Shift internal systems and norms to better support fair, transparent, and livable starting salaries.

Ideas:

• Standardize Role Leveling Frameworks Across Departments:
  Ensure that every team defines job levels consistently (especially for entry-level roles) and ties them to clearly defined salary bands to avoid under-leveled hires.
• Introduce Internal “Minimum Viable Wage” Guidelines:
  Establish an internal policy that no full-time employee, regardless of department or location, earns below a company-defined minimum that accounts for modern cost-of-living data.
• Conduct Regular Entry-Level Pay Equity Audits:
  Assess whether early-career employees are being paid equitably and fairly compared to peers.

A principle from design: Systems shape experience. Just like product systems, internal policies should be intentional, inclusive, and responsive to real user needs.

Normalize and Teach Salary Negotiation Early

Goal: Make negotiation a default life skill, not a privilege.

Ideas:

• Integrate Negotiation Training in High School Curriculum: Add role-play workshops and salary strategy into general ed.
• Peer Coaching Models: Create student-led or alumni mentor circles focused on practicing negotiation conversations.
• Media Campaigns: Use influencers or TikTok content creators to de-stigmatize negotiation and teach Gen Z-friendly strategies.

A principle from design: Confidence grows with clarity and iteration. Like any skill, negotiation improves when people have tools, space to practice, and support along the way.

The numbers may vary, but the message is clear: the cost of living has changed, and so must our expectations. Struggling to make ends meet shouldn’t be a rite of passage for those just starting out. If we want a future where new graduates can thrive, not just survive, we need to rethink what “entry-level” really means. As designers, leaders, and humans, we have the tools to build more compassionate, realistic systems. Let’s start there.