FICA WOMEN'S PROFESSIONAL CRICKET GLOBAL EMPLOYMENT REPORT 2020 - Federation of ...
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FICA WOMEN’S PROFESSIONAL CRICKET GLOBAL EMPLOYMENT REPORT 2020
FOR PLAYERS FROM ‘SMALLER’ IT HAS BEEN GREAT TO WATCH
CRICKET COUNTRIES IT IS THE GROWTH OF THE WOMEN’S
OFTEN A CHALLENGE TO GAME AND WE URGE CRICKET’S
ADMINISTRATORS AROUND THE
BE HEARD.
WORLD TO FOCUS ON PROVIDING
PRINCIPLES OF EQUITY EQUAL OPPORTUNITY FOR ALL.
AND FAIRNESS SHOULD BE
Vikram Solanki
NON-NEGOTIABLE THOUGH
(FICA President)
AND AS PLAYERS WE LOOK
FORWARD TO PLAYING OUR
PART IN CONTINUING TO DRIVE
PROGRESS IN OUR COUNTRIES
AND AT GLOBAL LEVEL.
Priyanaz Chatterji MORE INVESTMENT IN QUALITY COACHES AND IN FULL-TIME ATHLETES
(Scotland)
IS NEEDED TO IMPROVE THE DEPTH AND STANDARD OF THE GAME.
Current International
WE BELIEVE THAT PLAYERS WOMEN’S CRICKET HAS MADE
HAVE A SIGNIFICANT AMOUNT SIGNIFICANT GAINS WHICH WERE
TO CONTRIBUTE IN TERMS OF DISPLAYED AT THE RECENT T20
THE DIRECTION OF TRAVEL FOR
WORLD CUP FINAL.
THE GAME, UNDERSTANDING
OF THE NUANCES OF THE WAY PLAYERS, ADMINISTRATORS AND
IT’S PLAYED, AND OF THE TERMS NATIONAL BOARDS AROUND THE
AND CONDITIONS FACING WORLD NEED TO CONTINUE TO WORK
PLAYERS AROUND THE WORLD. TOGETHER AND INVEST HEAVILY
IN BUILDING ON THIS TO CAPITALISE
WE LOOK TO THE ICC AND GAME’S ON THE HARD WORK OF THOSE WHO
LEADERS TO WORK WITH US, HAVE LAID THE PLATFORM, CREATE
THROUGH OUR REPRESENTATIVES, A NEW NORMAL, AND TO ENSURE
TO ENSURE THIS HAPPENS. THE WOMEN’S GAME ISN’T EVER
Heather Knight & Alyssa Healy
AN AFTER THOUGHT…
(Australia & England) LET’S KEEP WORKING TOGETHER
TO ENSURE THE WOMEN’S GAME
USES THE PLATFORM IT HAS CREATED
TO GO TO THE NEXT LEVEL.
2 THE FICA 2020 EMPLOYMENT REPORT
Lisa Sthalekar (FICA Director) 3
OUR ASPIRATION FOR
PLAYERS AND THE GAME WHERE TO NEXT?
TOM MOFFAT, FICA CEO ALYSSA HEALY AND HEATHER KNIGHT CAREER VIABILITY
Seeing a packed house at the MCG in advance of the Providing an aspirational career path for more young girls
OUR ASPIRATION T20 World Cup final earlier this year was a thing of beauty. in more countries must be the game’s aim. On behalf of the
FICA’s aspiration is for women’s cricket to be thriving across That event gave us all a glimpse of what the women’s game current crop of players around the world, we understand
all cricket countries, enabling all female cricket players to can be when it is invested in, promoted and prioritized. our responsibility and we want to play our part in taking
build viable careers and be the best players they can be. We can’t stop there though. the game to the next level and providing a platform for the
future growth and success of the game around the world.
A thriving women’s game will have the required investment, At the time of writing this we are both in Australia at the
scheduling, support and promotion to be well-attended, WBBL, which is now a fantastic standalone event separate We believe that players have a significant amount to
commercially viable and played at a high performance from the men’s event. The growth and development of this contribute in terms of the direction of travel for the game,
standard. In order to be the ‘best players they can be’ league and of the women’s game around the world has been understanding of the nuances of the way it’s played, and of
we know that players, as with employees in other industries, an important step. The domestic leagues and international the terms and conditions facing players around the world.
require strong levels of financial security and emotional cricket are going to be an important part of the future We look to the ICC and game’s leaders to work with us,
wellbeing. Addressing the historical underinvestment in of the game, and in creating viable careers for more of through our representatives, to ensure this happens. Despite
the women’s game compared to the men’s, and embedding the best female athletes. We have seen the second IPL the good work and positive steps forward to date, there is still
gender equity principles in the game from the top down Challenge held this year, and the (almost) commencement much more that needs to be done to drive the game forward.
and across countries is also central to achieving this of the women’s Hundred in the UK.
ambition. This report sets out FICA’s view on many
PLAYERS
Whilst all of these developments are positive, as players we
of the key areas and metrics that need to be focused The current group of players are committed to driving the
want to see a clear global structure for the game that gives
on by those running the game in order to achieve this. game forward in their own countries and globally. Our game
everyone an easy-to-follow calendar for players and fans.
We set this out in the form of a professionalisation is blessed with strong player leaders and those running the
We know that players from some of the smaller cricket
maturity curve, developed in conjunction with gender game must continue to listen to them, and engage them on
countries (and the bigger ones) are starved of cricket
equity experts, to demonstrate the path forwards based fundamental issues, including through their representatives.
and playing opportunities. There is no reason for there to
on different starting points.
be scheduling overlap between international cricket and
THESE REPORTS domestic leagues around the world, and we would like to see
A QUESTION OF PRIORITY This is FICA’s second Women’s Global Employment Report. the women’s game learn from some of the issues in the men’s
The global game is the sum of many moving parts and FICA will continue to complete these reports on a regular game. Scheduling windows are an obvious way to ensure
each cricket country is interdependent on others. As an basis as a stocktake of the status quo around the world, a clear structure and to prevent overlap with scheduling.
international sport, there is a clear requirement for key and as a core part of FICA’s work to both contribute to
stakeholders in cricket to work together to achieve the the global cricket landscape and game and to advocate MORE ACTION
best outcomes. Whilst this report covers the period pre for the players who make it successful and vibrant. We want
As players, we understand that cricket countries around the
Covid-19, at the time of writing we are in the midst of a the game to reach its potential and we want all professional
world are in very different financial positions. Having said
global pandemic that has presented significant challenges players to be treated fairly and equitably. There is a long
that, there needs to be equal commitment from all countries
around the world, including to cricket. We have seen various way to go to achieve that. There is a lot of excellent work
to addressing barriers, and promoting and investing in the
postponements of tours and events in light of the pandemic, that has been done around the world, but the game can
women’s game if we are to achieve gender equity on the
many of which have been necessary based on health and do more and it needs strong global leadership from the
global stage and in individual cricket countries.
safety. We continue to urge the game’s decision makers to top to ensure it fulfils its potential.
collaborate on, invest in, and prioritise the women’s game At global level, we think there is an opportunity for the
at this time more than ever, and to ensure there is renewed ICC to prioritise increased and targeted investment in the
and ongoing focus on the women’s game at this time. game around the world, not just in global events. This could
include for example more centralized funds to assist the
professionalisation of the game in more countries and
to ensure more cricket can be played.
4 THE FICA 2020 EMPLOYMENT REPORT 5
OUR OUR WHY THIS
PURPOSE PRIORITIES REPORT?
FICA IS THE WORLD PLAYERS This is the second FICA Women’s Professional Cricket Global Employment Report and it
PLAYERS’ BODY IN CRICKET SERVING PLAYERS’ COLLECTIVE covers the cricket seasons across the world during 2018 and 2019. It aims to provide an
INTERESTS GLOBALLY accurate and balanced assessment of the women’s game global employment market in which
FICA is a democratic player-driven players around the world are looking to build successful and meaningful careers. This report will:
organisation that brings together the Players are at the heart of everything we do. We will continue
to strengthen our relationships and affinity with them,
world’s professional cricketers under continue to understand their needs, and their issues,
TRACK CONTRIBUTE
an international body which focuses on and represent and deliver for them at global level …a full range of data points and player …to the future direction of the game
matters that affect the players collectively, insights with subsequent consistent by providing thought leadership on
monitoring allowing for the identification some of the key issues, challenges and
and the global game. Players who are
of patterns and trends across the game opportunities that the game faces
members of a FICA member association THE GAME
are, by extension, also guaranteed POSITIVELY INFLUENCING THE INFORM ADVOCATE
the support of the other players’
DIRECTION OF THE GLOBAL GAME
…the game’s stakeholders, decision-makers, …for more consistent playing structures and
associations in other countries We care about the game. Through our research, media and fans with reliable, accurate global minimum standards in employment
knowledge and thought leadership, we will have information deriving a better understanding conditions ensuring that cricket remains
a positive impact on the direction of the global game of the realities of the professional game and vibrant by offering viable, secure and
and especially on issues that matter to players the career choices and issues faced by players rewarding professional careers for its players
OUR MEMBER PLAYERS’ ASSOCIATIONS TO ASSIST THE GAME TO TO INSPIRE AND SUPPORT
VISION STRENGTHENING AND GROWING OUR
GLOBAL INFLUENCE
ACHIEVE GENDER EQUITY
FICA HAS ALSO:
PROGRESS AGAINST ITS
ASPIRATION FICA WILL
CONTINUE TO:
To be recognised and respected Our member players’ associations are the lifeblood BUILT ON FICA’S
as the global representative federation of FICA. We will support and strengthen them, 2017/18 REPORT ASSESS AND BENCHMARK
ensuring they benefit from being part of our global
of all professional cricketers, past collective, whilst encouraging and assisting the growth
…mapping key factors across a four stage …each country’s performance against
professionalisation maturity curve of the gender equity model metrics,
and present, around the world of new players’ associations worldwide
amateur, fledging professional, progressive sharing lessons learned, celebrating
professional and established professional, achievements and highlighting issues
creating a clear pathway for the global and opportunities for improvement
game and countries to follow in pursuit
WORK WITH STAKEHOLDERS
of gender equity and professionalisation
of the women’s game …to agree targets against priority
factors, whilst continuing to advocate
Developed in conjunction with gender
for progress and making proposals
equity experts, the model captures key
in line with our ambition
factors that impact the success of women’s
cricket and the performance of women
cricket players such as management
mindsets, employment terms, game
structures, marketing and promotion,
remuneration and access to and quality
of support staff
6 THE FICA 2020 EMPLOYMENT REPORT 7
FIVE KEY FINDINGS
Since our last report there has been 1. THE PACE OF 2. GENDER EQUITY 3. PROFESSIONAL 4. CAREER VIABILITY 5. THERE IS HOPE
some progress with regards to the CHANGE IS SLOW IS THE NAME STRUCTURES IS CRUCIAL FOR THE FUTURE
development of the women’s game OF THE GAME MUST IMPROVE
generally, and ensuring professional Whilst a handful of FICA member The overwhelming majority of There is an overwhelming feeling
cricket is a viable career option for nations have made some progress Gender equity remains one of The pathways to professional players, including many internationals, that women’s cricket is moving in
athletes. However a limited number since FICA’s 2018 report, the wider the most important issues in the international cricket remain unclear are forced to search for a the right direction, with 91% of
of changes have been made from a outlook of the global women’s game game as identified by the players in many countries, with leagues in supplementary income to support survey respondents indicating that
global perspective. Here are five key hasn’t significantly changed. Roughly themselves. The majority of Australia, England and New Zealand their cricket careers. Pursuing a they feel optimistic about the future
findings from our 2020 Women’s the same number of professional players feel that improvements offering the only semi-professional full-time career in women’s cricket of the game. During the report
Global Employment report. contracts – around 119 in total – to remuneration, facilities and domestic contracts worldwide during remains a privilege afforded to period the success of the 2018 ICC
are available worldwide, whilst the coaching are needed in order the report period. 88% of current very few, as a result of the lack of Women’s World T20 (and 2020
IMPERFECT DATA players themselves continue to for them to experience the same players feel that improving domestic stable, long-term contracts on offer event, outside of the report period)
ACKNOWLEDGEMENT identify recurring issues which are level of opportunity as their cricket structures is very important throughout the game. Investment built on the momentum gained by
holding back women’s cricket. Several male counterparts. A significant when it comes to safeguarding the is needed across the sport to ensure the previous year’s World Cup, and
FICA acknowledges that there is a major cricket countries still have no pay gap exists in every country future of the sport. No country that professional women’s cricket it is evident that public interest in
time lag on some of the statistical discernible professional structure between male and female included in this report has improved is made more accessible. the game exists. The challenge for
data in this report and that it does whilst others continue to almost professional cricketers, and FICA on its overall FICA categorization governing bodies around the world
not have access to full data sets from exclusively focus resource on research suggests less than 20% since the 2018 report, with Australia is to harness that exposure in order
across the game and specifically elite-level international players. of governance board members remaining the sole ‘progressive to overcome the obstacles that
in countries where no players’ We are not seeing the depth of worldwide are female. professional’ nation. currently stand in the way of the
association exists or where the investment needed to create a women’s game.
players’ association has limited sustainable structure for women’s
access to player data. It is FICA’s cricket which will enable the game
intention to build its data capacity to thrive for generations to come.
to ensure the most accurate picture
of the cricket employment market
can be represented.
8 THE FICA 2020 EMPLOYMENT REPORT 9
FURTHER FINDINGS
REPRESENTATION professionals worldwide at just 119 at a lack of scheduled domestic Asia Cup and ICC Women’s World the players want to see rectified the men’s game and is unacceptable.
(compared to over 400 professional 50-over and T20 cricket. Twenty20, as well as the qualifiers through the development of a clear
FEMALE VOICES NEED
TO BE HEARD
male cricketers in England and Wales
MORE CRICKET IS NEEDED
for both tournaments, dominating and coherent global scheduling WELFARE
alone), whilst during the report the international schedule. Domestic calendar providing consistent playing
THE VALUE OF POSITIVE
Over half of players do not think period there were a small number of The need for more scheduling T20 competitions including the WBBL opportunities for more countries.
MENTAL HEALTH
women’s players in their country semi-professional contracts available of women’s cricket extends into and KSL continue to provide the
have a clear say on issues within in just three countries: Australia, the international arena. Although best competition outside of women’s EMPLOYMENT The topic of mental health in elite
the game. There remains a striking England and New Zealand. there has been a slight increase international cricket, and both level sport has increasingly come to
JOB SECURITY IS
lack of female representation on in the number of scheduled days tournaments are benefiting from the fore in recent times, with many
INTERNATIONAL PARAMOUNT
decision-making boards around of women’s cricket since our last increased broadcasting exposure. cricketers starting to open up more
ABILITY GAP
the globe, whilst many players still report, 93% of survey respondents Two-thirds of players feel insecure in about their own personal battles.
MULTI-SPORT GAMES
do not have access to the benefits Australia, England and India have stated that scheduling more cricket their cricketing employment, whilst Nearly half of players feel they don’t
of a formal players’ association. dominated recent major global was important in order to improve There is overwhelming support for a further 81% would favour contract have enough access to mental health
FICA is aware of, and continues to tournaments, with all three reaching competition and increase exposure the inclusion of women’s cricket in and job security over playing in support, whilst those in countries
highlight, systematic barriers to their the semi-finals of both the 2017 of the game. In 2018/19, some the summer Olympics, with 81% different competitions. This anxiety with no formal players’ association
formation in certain countries. ICC Women’s Cricket World Cup full-time professionals were of survey respondents highlighting is caused by limited, short-term often have no access whatsoever.
as well as the 2018 ICC Women’s involved in as few as 23 days this as something they would like and insecure contracts, with 82%
FEMALE SPECIFIC
STRUCTURE World Twenty20 during the report of scheduled international cricket, to see in the near future. Along of women cricketers currently on
CONSIDERATIONS
period (and 2020 event, outside whilst their male counterparts with cricket’s recent inclusion in the contracts that are one year or less
FLIGHT OF TALENT
of the report period). There is a were involved in as many as 92. Commonwealth Games, and provided in duration. Whilst players rightly continue to
Many players identified the worrying growing concern that the ability it fits in a well-structured global call for equity between the men’s
ODI’S ARE ALL-IMPORTANT TRUST BETWEEN PLAYERS
number of players who opt to leave gap between the countries with the calendar, involvement in the Olympic and women’s game, there is still
AND ADMINISTRATORS
the game as a key issue currently most resources and those with the In the absence of regular Test Games would provide much-needed a need to ensure that female
IS KEY
facing the game. Players often play least is becoming too great, and cricket, and despite the continued exposure as well as a boost to the specific considerations are taken
cricket alongside their studies before that this will lead to a lack of healthy emergence of T20, 63% of players amount of scheduled international For women’s cricket to grow into account when it comes to
going onto pursue professional competition in the future. view ODI’s as the most important women’s cricket on offer. sustainably, it is crucial that positive developing the women’s game.
careers elsewhere. This could format of the game. In 2018/19, relationships are forged between More female representation is
DOMESTIC ABILITY GAP BOOM OR BUST
manifest itself in a general lower only 39 women’s ODI’s took place the players, their associations and needed on boards and coaching
standard of play as a consequence As a result of a general lack of (compared to 128 men’s) – that The women’s game continues to see governing bodies around the globe. staffs around the world, and players
of a lack of competition for places, domestic pathways and career equates to just 21% of the scheduled ‘cluster scheduling,’ with periods of A number of players have cited the have cited concerns about feeling
as well as an increasing ability gap viability, with many players leaving women’s international cricket for back-to-back cricket and scheduling lack of support from their respective uncomfortable around the support
between the top players and the rest. the game at a young age, there is that year. overlap between international cricket boards as one of the biggest issues staff they are provided with.
not enough competition for places and domestic leagues providing facing the game, and women’s
AN EXCLUSIVE SPORT THE T20 FORMAT PRESENTS
in elite level women’s cricket. a challenge from both a calendar cricket is seen by many as just a
UNPRECEDENTED
The women’s game at the elite level To improve the quality of the and player workload perspective. At ‘box-ticking exercise’ for the game’s
OPPORTUNITY
is still an extremely small sport with a international game, investment is other times there is a complete lack administrators. A quarter of players
very small pool of players worldwide. needed at a domestic level, with 2018/19 was a huge year for of volume of scheduled international have felt bullied or intimidated by
FICA puts the number of full-time over half of players citing a concern women’s T20 cricket, with both the and domestic cricket, a problem their employer. This mirrors issues in
10 THE FICA 2020 EMPLOYMENT REPORT 11
RECOMMENDATIONS
WE ARE AT A CRITICAL 1. VOLUME 3. GENDER EQUITY 5. REPRESENTATION 7. DIALOGUE
MOMENT FOR THE OF CRICKET FRAMEWORKS
SPORT Develop and agree clear Ensure clear channels of
Ensure ’tagged’ funding Urgently convene a dedicated targets for women’s ongoing and meaningful
During the process of collating and is utilised to increase the global multi-stakeholder representation on all relevant engagement and dialogue
publishing this report, we have
volume of cricket across expert group at ICC level, boards, committees between governing bodies
seen an un-precedented global
pandemic, which appears to have more countries including FICA, to develop and panels at global and players’ associations at
disproportionately impacted women’s and publish step plans for and domestic level global and domestic level
sport around the world. 2. STRUCTURE achieving gender equity
It is now paramount that boards CLARITY at global level and across 6. MINIMUM 8. PROTECT PEOPLE
around the world, led by the ICC
at global level, reaffirm their Develop and agree clear countries, and track STANDARDS
progress against them Ensure proactive protection
commitment to prioritizing and global scheduling windows Urgently develop and agree of players’ fundamental rights
investing in international and
at ICC level to prevent mandatory global minimum
domestic women’s cricket structures. 4. CENTRALISED at ICC level, including through
overlap, including between standards at ICC level including
This is critical to safeguarding the FUNDING removing systematic barriers
future of the game for years to domestic leagues and in critical areas such as: to players’ associations
come, as well as to avoid losing out international cricket Develop and agree clear and
on the considerable progress which • HEALTH AND SAFETY and committing to
transparent ‘tagged’ funding
has been made in recent times. With internationally recognised
streams at ICC level to assist • PLAYER WELFARE
that in mind, FICA has produced human rights frameworks
eight recommendations for game to expedite professionalism • CONTRACTS AND
administrators worldwide. and to strengthen the CONTRACT
foundations of women’s game ENFORCEMENT
and gender equity ambitions • MATERNITY AND FAMILY
CARING PROVISION
• BULLYING AND
INTIMIDATION
12 THE FICA 2020 EMPLOYMENT REPORT 13
CONTENTS
Our aspiration for players and the game 4 SECTION 2
Where to next? 5 PLAYING & EMPLOYMENT LANDSCAPE 40
FICA purpose and vision 6 Overview 42
Why this report? 7
SECTION 3
Five key findings 8
INTERNATIONAL CRICKET DATA & DOMESTIC LEAGUES DATA 44
Recommendations 12
International cricket volume 46
Gender equity in cricket 16
2018/19 International cricket most active players by country 48
Professionalisation maturity curve 18
Domestic cricket structures by country 50
SECTION 1 2018/19 Domestic T20 players match days 51
COUNTRY BY COUNTRY ANALYSIS 22
SECTION 4
Introduction 25
WOMEN’S 2019 PLAYER SURVEY DATA 52
Afghanistan 26
Representation & voice 54
Australia 27
Employment rights 55
Bangladesh 28
Cricket structure 56
England 29
Welfare, education and career transition 57
India 30
Ireland 31 FICA members and FICA contacts 58
New Zealand 32
Pakistan 33
Scotland 34
South Africa 35
Sri Lanka 36
West Indies 37
Zimbabwe 38
14 THE FICA 2020 EMPLOYMENT REPORT 15
GENDER EQUITY IN CRICKET
GENDER EQUITY
Gender equity will be achieved when all professional players have equal opportunity
to build viable careers and be the best cricketer they can be. This relates to all factors
that impact player performance. The key metrics FICA will be continuing to use
to measure the game against this aspiration are set out in the professionalisation
maturity curve below, with top performing men’s cricket countries used as
a benchmark in certain areas where appropriate.
NOTE: Embedding gender equity in cricket does not necessarily mean the women’s
game needs to be, or even aspire to be, a carbon copy of the men’s game. In fact,
the view from many players is that they do not want the women’s game “to be”
the men’s game and there is an opportunity for it to continue to evolve via its own
pathway. For this reason, direct comparisons to the men’s game can provide some
guide to where inequities exist, particularly in the context of investment, but these
comparisons are not always appropriate, for example in the context of game formats.
GENDER EQUITY AND INVESTMENT,
PAY & PRIZE MONEY MODELS
Pay equity will be achieved when male and female players receive the same total
remuneration for work of equal or comparable value.
Value is a function of time, effort, commercial value and social license to operate that
recognizes the historical underinvestment in women’s cricket. Total remuneration should
consider all monetary and non-monetary benefits and the same principles should be
behind pay/remuneration and prize money.
An example of some of the relevant factors that have been identified in quantifying IDENTIFIED BARRIERS/IMPEDIMENTS TO
‘value’ are: ACHIEVING GENDER EQUITY IN CRICKET
MEN'S WOMEN’S POLITICAL ECONOMIC CULTURAL
Plus Pre-existing commercial value Plus Reputational value for cricket
Lack of common goals Vastly different size of Different cultural attitudes
and minimum standards cricket economies across to gender equity and
Plus Established game Plus Growth game exacerbated by lack of a countries, impacting on women across cricket
genuine global governing ability to invest and spend, playing countries.
Plus Core audience Plus Unlocking and attracting new audiences body and individual countries exacerbating inequality.
acting unilaterally.
Plus Volume of cricket including Tests MINUS No or limited Test playing opportunity
Plus Established professional status MINUS Lack of volume of cricket
PLAYER APATHY TOKENISM
MINUS Historical underinvestment/denial of pro status An attitude of ‘gratefulness’, Significant energy and focus on things that “look good”,
which diminishes women’s such as prize money announcements, without sufficient
MINUS Historical societal undervaluing of women and women’s sport
rights to fair and equal focus and investment in building genuinely sustainable
opportunity. and equitable foundations.
MINUS Gender bias, women held to different behavioural standards
16 THE FICA 2020 EMPLOYMENT REPORT 17
PROFESSIONALISATION
MATURITY CURVE
In FICA’s 2018 Women’s Global Employment Report, across cricket playing countries, three
stages of professionalisation of the women’s game were identified. This report builds on
and expands these distinctions, adding further metrics across other areas identified as
fundamental to professionalisation and achieving gender equity, for both the players and the
game. A fourth, aspirational category of “Established Professional” has also been added.
PLAYERS
Player Status ESTABLISHED
• Players report feeling ‘fully’ professional as cricketers PROFESSIONAL
All players and/or provision
or access on par with top
Player Representation performing men’s cricket
Access to best practice: economies
• Workplace representation/players’ association
PROGRESSIVE
PROFESSIONAL
Player Development/Welfare Support Majority of players and/or
Access to best practice: significant provision or access
• Personal development and welfare support programs
FLEDGLING
• Retirement and hardship funds
PROFESSIONAL
Only some players and/or only
Employment Terms and Conditions limited provision or access
Access to best practice:
AMATEUR
• Secure and multi-year employment/contract structures
No players and/or
• Insurance, injury compensation, medical treatment, OHS/safe workplace provision
no provision or access
• Travel standards, per diem
• Maternity and family caring provision
• Protection in respect to family and caring responsibilities
NOTE:
• Whilst the metrics in this report have been prepared professionalisation by drawing on global best practice,
with a view to expediting progress in the women’s game, sharing information, celebrating achievements,
many of them are also relevant to all players and the and continuing to highlight where there is a lack
game generally, including the men’s game in smaller of focus or underinvestment.
and developing cricket economies. • FICA intends to continue to evolve and expand on
• FICA will be aiming to assist players’ associations, and the metrics set out in this report to ensure they
decision makers, to work through these stages of are both relevant and clearly measurable.
18 THE FICA 2020 EMPLOYMENT REPORT 19PROFESSIONALISATION
MATURITY CURVE
THE GAME INVESTMENT, PAY & PRIZE MONEY
Management Mindset, Attitudes ESTABLISHED Overall Financial Investment ESTABLISHED
• Players report feeling valued equally to men’s players PROFESSIONAL PROFESSIONAL
• Players report having an equal voice in the game All players and/or provision A clearly defined model with
• Administrators have clearly articulated the case for gender or access on par with top equal base rate of investment
equity and published plans for achieving progress performing men’s cricket and pay with adjustment
economies loading reflecting ‘value’
(women’s total average
Game Structures PROGRESSIVE remuneration > 30% of men’s)
Access to:
PROFESSIONAL
Player Salary/Pay PROGRESSIVE
• A clear professional pathway from amateur to professional Majority of players and/or
significant provision or access
PROFESSIONAL
• Optimal volume of cricket (training and playing) for 12 months of the year
Equal base rate of investment
FLEDGLING and pay with adjustment
Staff/Coaching/Facilities PROFESSIONAL loading reflecting ‘value’
(women’s total average
Access to highest standard: Only some players and/or only
remuneration < 30% of men’s)
limited provision or access
• Support and coaching staff
• Umpires FLEDGLING
AMATEUR PROFESSIONAL
• Training and playing facilities Prize Money
No players and/or
Some significant investment
no provision or access
and pay but at ‘random’ levels
Marketing and Promotion
• Marketing and promotion of the game & players AMATEUR
• Visibility of the game and players (including broadcast exposure) Limited or no investment and
• Boards, Players’ Associations, players actively advocate for women’s players pay or reimbursement level only
20 THE FICA 2020 EMPLOYMENT REPORT 211 COUNTRY
BY COUNTRY
ANALYSIS
22 THE FICA 2020 EMPLOYMENT REPORT 23INTRODUCTION
This section of the FICA Women’s Professional Cricket The categories are:
Global Employment Report provides an overall snapshot
Established Professional
of the professional and elite employment and playing
landscapes in the main individual cricket countries Progressive Professional
worldwide during the 2018/19 report period. It builds Fledgling Professional
on the analysis presented in our previous report.
Amateur
This section of the report highlights the main features
of current women’s cricket structures, as well as
NOTE: This analysis is based on the 2018/19
the unique challenges faced by each country. The
report period. Accordingly several more recent
country-by-country analysis has been provided
positive developments across countries will fall
through individual country assessments, provided
within the next report period.
either by the local player association or senior players.
At the end of each individual country analysis FICA
has categorized each country into one of four overall
structural categories, relating to the employment
landscape in that country, based on the metrics
identified in the professionalisation maturity curve
set out above.
ESTABLISHED PROFESSIONAL
PROGRESSIVE PROFESSIONAL
FLEDGLING PROFESSIONAL
AMATEUR
Afghanistan
Bangladesh
Ireland
Pakistan
Scotland
Sri Lanka
Zimbabwe
England
India
New Zealand
South Africa
West Indies
Australia
24 THE FICA 2020 EMPLOYMENT REPORT 25COUNTRY BY COUNTRY ANALYSIS FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
AFGHANISTAN AUSTRALIA
Due to a lack of sufficient information, FICA is not in Australia remains the global leader of the women’s ICC Women’s World Twenty20 after comprehensively
a position to provide a realistic and balanced assessment game. There are 238 professional and semi-professional defeating England by eight wickets in the final in
of the women’s game in Afghanistan. It is FICA’s contract opportunities across the international and Antigua in November 2018, a precursor to the team’s
understanding that no female players in Afghanistan domestic game. Those players retain access to the more recent success in the Australian edition of the
would be considered full-time professionals and benefits introduced by the ground-breaking five-year event. On a domestic level, Australia is streets ahead
that no professional structures exist within Afghan MOU agreed by the Australian Cricketers’ Association, of other countries when it comes to professionalism.
women’s cricket. which started in 2017. Although there have been The Women’s Big Bash League (WBBL) is the world’s
no significant changes to employment terms and pre-eminent female T20 tournament, offering players
conditions since our last report, that means that female lucrative short-term contracts for its duration, whilst
Australian cricketers still enjoy significantly higher levels the 50-over Women’s National Cricket League (WCNL)
of employment security and remuneration than their provides a healthy level of competition played on
peers. The country’s 14 contracted international players good pitches with players enjoying access to excellent
(with provision for 15 annually) all sit within a salary facilities nationwide. Both the WBBL and WCNL provide
range that means there is no need for players to find remuneration, such that players who appear in both
supplementary incomes or to pursue second careers. tournaments need not necessarily find a supplementary
In addition, international players retain access to ACA income to support their careers in professional cricket.
education and welfare support programmes and, as a However, the country will remain in the ‘Progressive
result, enjoy a healthy relationship with the game that Professional’ category until more key metrics in the
is reflected in their performance on the pitch. During domestic female game is are par with that of the
the report period the national team won its fourth men’s game.
Professionalisation Maturity Curve Category Professionalisation Maturity Curve Category
AMATEUR PROGRESSIVE PROFESSIONAL
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET, PLAYER STATUS MANAGEMENT MINDSET,
ATTITUDES OVERALL FINANCIAL ATTITUDES OVERALL FINANCIAL
PLAYER REPRESENTATION INVESTMENT PLAYER REPRESENTATION INVESTMENT
GAME STRUCTURES GAME STRUCTURES
PLAYER DEVELOPMENT/ PLAYER SALARY/PAY PLAYER DEVELOPMENT/ PLAYER SALARY/PAY
WELFARE SUPPORT STAFF/COACHING/ WELFARE SUPPORT STAFF/COACHING/
FACILITIES PRIZE MONEY FACILITIES PRIZE MONEY
EMPLOYMENT TERMS EMPLOYMENT TERMS
AND CONDITIONS MARKETING AND AND CONDITIONS MARKETING AND
PROMOTION PROMOTION
KEY KEY
Established Professional
Established Professional
Progressive Professional
Progressive Professional
Fledgling Professional
Fledgling Professional
Amateur
Amateur
26 THE FICA 2020 EMPLOYMENT REPORT 27COUNTRY BY COUNTRY ANALYSIS FICA MEMBER FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
BANGLADESH ENGLAND
Due to a lack of sufficient information, FICA is not Despite ongoing player concerns regarding a growing counterparts in terms of welfare and support. National
in a position to provide a realistic and balanced ability gap between the international and domestic players have expressed concerns over a growing ability
assessment of the women’s game in Bangladesh. game, women’s cricket in England has the most gap between the international and domestic women’s
It is FICA’s understanding that no female players in established structure and benefits from the highest game. During the report period, the seven-week Kia
Bangladesh would be considered full-time professionals general standard of professionalism in the world Super League (KSL) tournament was the only semi-
and that no professional structures exist within outside of Australia. The national side followed up its professional structure below the national team, but
Bangladesh’s women’s cricket. memorable home 2017 ICC Women’s World Cup victory it’s 90 contracted players were often forced to find a
in with an appearance in the final of the ICC Women’s supplementary income to be able to participate in the
World Twenty20 just over a year later, although they competition. However, the ECB and the PCA have made
were defeated in the final in Antigua by Australia. strides forward in this area since FICA’s last report,
National team structures and salaries have continued establishing the new Hundred competition, which
to strengthen for fully contracted players during should go some way to bridging the gap between the
the report period. The national squad qualifies for domestic and international game. In addition, eight new
membership of the Professional Cricketers’ Association regional centres of excellence have been negotiated
(PCA), meaning they enjoy certain employment with five professional players per centre, each with a
benefits akin to those of their international and reasonable salary. The benefits of these developments
domestic male equivalents, however welfare support have not yet been felt, however, with the inaugural
is still provided by the England and Wales Cricket Hundred delayed until at least 2021 due to the Covid-19
Board (ECB) rather than the PCA’s team of Personal pandemic and the regional centres set to be introduced
Development Managers (PDMs), meaning female in late 2020.
cricketers in England and Wales lag behind their male
Professionalisation Maturity Curve Category Professionalisation Maturity Curve Category
AMATEUR FLEDGLING PROFESSIONAL
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET, PLAYER STATUS MANAGEMENT MINDSET,
ATTITUDES OVERALL FINANCIAL ATTITUDES OVERALL FINANCIAL
PLAYER REPRESENTATION INVESTMENT PLAYER REPRESENTATION INVESTMENT
GAME STRUCTURES GAME STRUCTURES
PLAYER DEVELOPMENT/ PLAYER SALARY/PAY PLAYER DEVELOPMENT/ PLAYER SALARY/PAY
WELFARE SUPPORT STAFF/COACHING/ WELFARE SUPPORT STAFF/COACHING/
FACILITIES PRIZE MONEY FACILITIES PRIZE MONEY
EMPLOYMENT TERMS EMPLOYMENT TERMS
AND CONDITIONS MARKETING AND AND CONDITIONS MARKETING AND
PROMOTION PROMOTION
KEY KEY
Established Professional
Established Professional
Progressive Professional
Progressive Professional
Fledgling Professional
Fledgling Professional
Amateur
Amateur
28 THE FICA 2020 EMPLOYMENT REPORT 29COUNTRY BY COUNTRY ANALYSIS FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
INDIA IRELAND
India followed up its appearance in the 2017 ICC times. However, 85% of domestic cricketers state that Although there is general optimism for the future both a domestic and international level. Ireland were
Women’s Cricket World Cup final with a semi-final outing the fees they earn from those fixtures are not enough of the women’s game in Ireland amongst the player only involved in 16 days of scheduled cricket in 2018/19
at the ICC Women’s World Twenty20 the next year, to represent a regular income 1. For domestic women’s group, 85% of women cricketers in Ireland still rate the – under half the figure for established nations such
cementing its place as one of the strongest countries cricket in India to become a viable option as a full-time relationship between players and CI as poor, and 79% as India (37) and South Africa (35), and significantly
on-field in the women’s game. The Indian general public career, the establishment of a women’s IPL has been feel they don’t have a say on player issues within the fewer than other developing cricketing nations such
are increasingly accepting of female sport in general mooted, though this idea remains in its nascent stages Irish game. Significantly, during the report period, the as Bangladesh (31) and Sri Lanka (23). This is a result
and off the field, in 2018/19 the top players in India with only ‘exhibition’ style games taking place to date. The country’s first ever part-time women’s contracts were of numerous factors, including resourcing and the
received increases in their annual contracts to become development of both international and domestic players introduced, with six international players on a limited structure of the game and its economics globally. The
amongst the better paid women’s cricketers in the world. in India is hampered by the ongoing lack of a formal annual retainer, it remains clear though that the most majority of Irish women cricketers believe that support
However, 11 of the international squad still receive central players’ association representing current players, meaning important next step for CI is to improve the structure for the recently formed Irish Cricketers’ Association
contracts with very little monetary value, meaning a players are unrepresented when it comes to negotiating of women’s domestic cricket in the country and define (ICA) is strong and the ICA continues to make strides
significant proportion of the Indian women’s national contracts with BCCI. Players also have no access to any the pathways into the international squad. The Super forward in negotiating the country’s first women’s
team are likely forced to search for supplementary structured form of personal development and welfare 3s Series is the only domestic women’s competition contracts, creating links with Sport NI and Sport Ireland
income elsewhere. To make a stark comparison to the programme or employment benefits offered by other of note, and sees three sides competing mostly in on player welfare, and laying the foundations for a 24/ 7
remuneration of men’s cricketers in India, the lowest players’ associations around the world, including those and around the Dublin area with little women’s cricket confidential helpline for players.
paid male international player reportedly earns twice with comparable resource such as Australia and being played away from the capital. For the domestic
what the top ‘Grade A’ women’s players take home in a England. The establishment of a players’ association Irish game to expand, however, players identify that
year, and ten times their ‘Grade C’ equivalents. Domestic would aid women cricketers in the world’s leading significant improvements to practice facilities are
players still don’t benefit from professional contracts, cricket economy to thrive for generations to come, needed as existing club facilities are already saturated.
though match fees for participating in India’s centralized both on and off the pitch. There is also a common consensus amongst Irish
domestic structure have increased significantly in recent players that more cricket needs to be scheduled at
Professionalisation Maturity Curve Category Professionalisation Maturity Curve Category
FLEDGLING PROFESSIONAL AMATEUR
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET, PLAYER STATUS MANAGEMENT MINDSET,
ATTITUDES OVERALL FINANCIAL ATTITUDES OVERALL FINANCIAL
PLAYER REPRESENTATION INVESTMENT PLAYER REPRESENTATION INVESTMENT
GAME STRUCTURES GAME STRUCTURES
PLAYER DEVELOPMENT/ PLAYER SALARY/PAY PLAYER DEVELOPMENT/ PLAYER SALARY/PAY
WELFARE SUPPORT STAFF/COACHING/ WELFARE SUPPORT STAFF/COACHING/
FACILITIES PRIZE MONEY FACILITIES PRIZE MONEY
EMPLOYMENT TERMS EMPLOYMENT TERMS
AND CONDITIONS MARKETING AND AND CONDITIONS MARKETING AND
PROMOTION PROMOTION
1 ‘An Equal Hue: The Way Forward for the Women in Blue’
S Pradhan, K Keshav and S Patnaik (2020), p63
KEY KEY
Established Professional
Established Professional
Progressive Professional
Progressive Professional
Fledgling Professional
Fledgling Professional
Amateur
Amateur
30 THE FICA 2020 EMPLOYMENT REPORT 31COUNTRY BY COUNTRY ANALYSIS FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
NEW ZEALAND PAKISTAN
Women’s cricket in New Zealand continues to punch to receive a structured package of health, insurance During the report period women’s cricket in Pakistan benefit from access to good quality pitches as well as
above its weight, with international players receiving and pension benefits, as well as pregnancy provisions showed slow development with limited investment and the country’s national training academy. Domestically
benefits similar to those enjoyed by individuals in and ongoing access to the NZPCA’s team of Personal resulting lack of facilities and formalized structures during the report period, Pakistan’s structure consisted
countries with more resources. Effective from August Development Managers (PDMs). Travel entitlements are needed to keep pace with the world’s leading cricketing of the Departmental T20 Women’s Championship
2019, a new Women’s Master Agreement, negotiated also of crucial importance, given that the freedom to nations. Pakistan recently cut its international women’s as well as the 50-over PCB Triangular Women’s
between New Zealand Cricket and the NZCPA, will see play in overseas T20 competitions remains an ongoing squad from 20 players down to 10, announcing more Tournament, providing a semblance of a pathway to
domestic women cricketers in the country become part need due to New Zealand’s low domestic pay brackets. attractive and incentive-based contracts for its 10 the international squad, albeit these competitions
of that framework for the very first time – a significant Players who do participate in such tournaments receive elite cricketers. Similar to the Indian structure, those only consist of four and three teams respectively and
development given that there is an overwhelming good coverage, with the Australian WBBL being broadcast players are place into three pay-grade categories. As remained amateur during the report period. Those
feeling amongst New Zealand’s players that improving in New Zealand with a number of NZ players featuring. a consequence of this move, the remainder of the teams cannot commit to cricket full-time due to the
domestic structures is vital to the future of the women’s Despite these positives, there is work to be done to international Pakistan squad are part-time, meaning lack of remuneration. In comparison to their male
game. Fifty four domestic women’s contracts have ensure that the voices of women cricketers in New cricket still doesn’t present itself as a viable career counterparts, many of whom are global stars, the
subsequently been introduced in addition to eight Zealand are heard. Half of survey respondents from the option for them. Contracted players have received an women’s game in Pakistan is marginalized, though
development contracts which aim to bridge the gap country rated the relationship between the players and increase in their daily allowances whilst on duty at home the lack of respondents to the FICA player survey
between the domestic and international game. Despite their governing body as ‘poor’ whilst 75% don’t think that and abroad, and players receive medical cover but still makes it difficult to ascertain exactly what the players
this development, the only full-time professionals in women cricketers in New Zealand have a clear say on lack other significant employment benefits including themselves, as a collective, regard as the biggest issues
New Zealand women’s cricket remain the international player issues within the game. At a governance level, pensions and structured welfare and education support facing the game. It is hoped that the return of elite
squad, which has increased in number from 15 to 17 and NZC has five women members on its board of nine analogous to top performing countries. Pakistan’s elite level cricket to Pakistan following a 10-year hiatus will
a significant remuneration boost under the new terms. (including President Debbie Hockley). cricketers competed in a strong volume of international increase exposure of the women’s game and lead
From a wellbeing perspective, those players continue fixtures in 2018/19 – 26 scheduled days in all – and to structural improvements in the near future.
Professionalisation Maturity Curve Category Professionalisation Maturity Curve Category
FLEDGLING PROFESSIONAL AMATEUR
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET, PLAYER STATUS MANAGEMENT MINDSET,
ATTITUDES OVERALL FINANCIAL ATTITUDES OVERALL FINANCIAL
PLAYER REPRESENTATION INVESTMENT PLAYER REPRESENTATION INVESTMENT
GAME STRUCTURES GAME STRUCTURES
PLAYER DEVELOPMENT/ PLAYER SALARY/PAY PLAYER DEVELOPMENT/ PLAYER SALARY/PAY
WELFARE SUPPORT STAFF/COACHING/ WELFARE SUPPORT STAFF/COACHING/
FACILITIES PRIZE MONEY FACILITIES PRIZE MONEY
EMPLOYMENT TERMS EMPLOYMENT TERMS
AND CONDITIONS MARKETING AND AND CONDITIONS MARKETING AND
PROMOTION PROMOTION
KEY KEY
Established Professional
Established Professional
Progressive Professional
Progressive Professional
Fledgling Professional
Fledgling Professional
Amateur
Amateur
32 THE FICA 2020 EMPLOYMENT REPORT 33COUNTRY BY COUNTRY ANALYSIS FICA MEMBER FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
SCOTLAND SOUTH AFRICA
Included in the FICA Women’s Global Employment in Scotland, and all players therefore have careers outside The introduction of a four-year MOU agreement to on-pitch success for South Africa’s talented pool
Report for the first time, the women’s game in Scotland of the game. Scotland were involved in an extremely between Cricket South Africa (CSA) and the South of international players and established household
is still very much in the early stages of its development. limited number of scheduled games during the 2018/19 African Cricketers’ Association (SACA) in 2018 led names who help to bring exposure to the South
At a regional level, Scottish women’s cricket features report period and more international fixtures are clearly to significant material benefits for South Africa’s African women’s game and consequently make the
two amateur sides – Eagles and Stormers – who needed. Frequency of training and regular access to women cricketers during the report period. Under international squad the pre-eminent women’s sports
compete in the annual Cricket Scotland Women’s high quality coaching are also key issues. There is plenty the agreement, the women’s retainer pool has almost team in the country. The domestic system provides
Regional Championship. Whilst players appearing in the of work still to be done to progress the women’s game doubled, meaning the entire women’s international pathways to the international squad, but remains
tournament have their travel expenses covered, there in Scotland. squad consider themselves as professional cricketers. amateur and therefore doesn’t represent a viable
are no match fees available meaning the domestic Further benefits of the new MOU include pension career opportunity – further investment is needed
game is currently amateur. The structure still requires contributions, insurances, commercial rights payments, in this area to help take the women’s game in South
significant development, with training and coaching not as well as access to Player Plus Online, an online player Africa to the next level. The leadership crisis in recent
yet at the frequency or quality needed. Pathways into learning hub which gives players access to interactive times at CSA has been a barrier to the progression of
the international squad are limited as a result of only online educational material. The software supplements women’s cricket in South Africa, with players citing a
22 first team spots being available underneath the top the work of SACA’s Personal Development Managers lack of leadership and skill amongst the board’s decision
level. Although still effectively amateur, international (PDMs) in this area, leading 86% of South African makers. Frustration at the lack of development in the
squad players benefit from a part-time support staff survey respondents to state that they feel they have women’s game in South Africa is reflected in the fact
and receive a modest match fee for international enough support in the area of personal development that over half of the country’s players would prefer
appearances. Players receive travel expenses for training and wellbeing, though 21% believe that more work to be paid more as a free agent than to appear for
and games, and daily expenses when on tour, but it is not needs to be done in the area of mental health support. their national side.
enough for cricket to be a viable career option for players Access to facilities, coaching and team support has led
Professionalisation Maturity Curve Category Professionalisation Maturity Curve Category
AMATEUR FLEDGLING PROFESSIONAL
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET, PLAYER STATUS MANAGEMENT MINDSET,
ATTITUDES OVERALL FINANCIAL ATTITUDES OVERALL FINANCIAL
PLAYER REPRESENTATION INVESTMENT PLAYER REPRESENTATION INVESTMENT
GAME STRUCTURES GAME STRUCTURES
PLAYER DEVELOPMENT/ PLAYER SALARY/PAY PLAYER DEVELOPMENT/ PLAYER SALARY/PAY
WELFARE SUPPORT STAFF/COACHING/ WELFARE SUPPORT STAFF/COACHING/
FACILITIES PRIZE MONEY FACILITIES PRIZE MONEY
EMPLOYMENT TERMS EMPLOYMENT TERMS
AND CONDITIONS MARKETING AND AND CONDITIONS MARKETING AND
PROMOTION PROMOTION
KEY KEY
Established Professional
Established Professional
Progressive Professional
Progressive Professional
Fledgling Professional
Fledgling Professional
Amateur
Amateur
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