FICA WOMEN'S PROFESSIONAL CRICKET GLOBAL EMPLOYMENT REPORT 2022
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FICA WOMEN’S PROFESSIONAL CRICKET GLOBAL EMPLOYMENT REPORT 2022
CRICKET SHOULD BE STRIVING
TO PROVIDE EMPLOYMENT
CONDITIONS THAT ATTRACT THERE HAVE BEEN POSITIVE
THE BEST TALENT TO OUR STEPS IN RECENT YEARS
SPORT WORLDWIDE AND AROUND THE WORLD AND
ENSURING THERE ARE MORE IT’S IMPORTANT THE WOMEN’S
VIABLE CAREERS FOR PLAYERS GAME CONTINUES TO BE
FROM MORE COUNTRIES. PRIORITISED AND INVESTED IN.
Sana Mir Hayley Matthews
Former Pakistan international West Indies
BOTH INTERNATIONAL CRICKET
AND THE DOMESTIC LEAGUES THE GROWTH OF THE GAME
ARE IMPORTANT TO THE IN MORE THAN JUST A FEW
FUTURE OF THE GAME AND COUNTRIES WILL BE CRITICAL
IT’S IMPORTANT BOTH ARE TO THE LONG-TERM HEALTH
GIVEN THE SPACE NEEDED AND SUCCESS OF THE GAME.
TO SUCCEED AND TO Laura Delany
CO-EXIST IN THE CALENDAR. Ireland
Heather Knight
England
2 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 3
CONTENTS
6 The Players’ View 46 INTERNATIONAL CRICKET
8 Report Background – Tom Moffat, Lisa Sthalekar & Cecelia Joyce 48 International Cricket Volume
10 About FICA & Report Methodology 49 Disproportionate COVID Effect
50 International Cricket Most Active Players By Country
12 KEY FINDINGS
14 Update and Assessment v FICA 2020 Recommendations 52 DOMESTIC CRICKET
54 Domestic Cricket Structures By Country
16 WOMEN’S PROFESSIONAL CRICKET PLAYING 55 Domestic Leagues Most Active Players
& EMPLOYMENT LANDSCAPE
18 Global Employment Overview
56 FICA WOMEN’S PLAYER SURVEY RESULTS
20 Global Scheduling Overview
58 Representation & Voice
22 Gender Equity in Cricket
59 Employment Rights
24 Professionalisation Maturity Curve
60 Cricket Structure
61 Player Welfare
28 COUNTRY BY COUNTRY ANALYSIS
62 FICA Board and Player Advisory Group
30 Overview
64 FICA Contacts
32 Afghanistan
33 Australia
34 Bangladesh
35 England
36 India
37 Ireland
38 Netherlands
39 New Zealand
40 Pakistan
41 Scotland
42 South Africa
43 Sri Lanka
44 West Indies
45 Zimbabwe
4 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 5
THE PLAYERS’ VIEW
Players continue to have strong and important views and insights on the
game, and the terms and conditions they are faced with as they look to
forge meaningful careers around the world. Guided by players, this report
highlights many of the moving parts in the game’s global structure and
player employment landscapes, along with some of the key issues that FICA
continues to urge the game to collaboratively come together to address.
*selected data from FICA 2022 Global Player Survey,
A summary of some of the key insights from players is set out below: ~400 responses across 11 countries
KEY EMPLOYMENT CONCERNS VIEWS ON THE GAME
*JOB INSECURITY *SCHEDULING FRAMEWORK
86% 84%
have less than 12 months to run on their current
believe there should be minimum /
contract, compared to 76% of male players, while
maximum thresholds for how much
two-thirds feel insecure or very insecure about
international cricket is scheduled
their employment as a cricketer
*NGB RELATIONSHIP *FORMAT IMPORTANCE SHIFTING
33% 49%
rate their relationship with their National rate ODI Cricket as the most important international
Governing Body as poor or very poor, with format (a reduction from 63% previously), with an
21% having felt bullied, intimidated or threatened increasing number rating T20Is (29%), and Test
by their governing body / club / league Cricket (22%), as the most important
*DISCRIMINATION *MULTI-FORMAT
34% have felt discriminated against based on gender,
with three-quarters believing they did not have
adequate support provided afterwards 81% are supportive of multi-format series
with combined points tallies
*LATE / NON-PAYMENT *CO-EXISTENCE
22% 73%
believe there should be ring fenced windows to enable
have had issues getting paid international cricket and domestic leagues to co-exist,
under a cricket contract whilst 48% would consider rejecting a national contracts
if they were paid more to play in domestic leagues
6 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 7
BACKGROUND
Welcome to the third FICA Women’s Professional Given the pace of change, capturing the playing and As former internationals we have looked on investment. History tells us that the best way to address
employment landscapes at a point in time in these reports is these issues and to make progress is for players to think
Cricket Global Employment Report. with pride as the women’s game continues
becoming increasingly challenging, and that’s a good thing. and act collectively.
to build on the foundations laid by previous
These reports aim to provide an accurate and balanced
Pleasingly, there have been a large number of positives to Finding the right balance between ODI, T20I and the
assessment of the women’s global employment market and the generations.
highlight globally during the report period, with none more inclusion of Test cricket in the game’s structure, and
landscape in which professional players around the world are
important than the recent announcements regarding the how they fit with the growing number of domestic
looking to build successful and meaningful careers. At the time of writing, we have recently seen the
significant financial investment into the Women’s Premier leagues will be vital as the game continues to evolve
establishment of an Under 19 Women’s World Cup,
League in India. These amounts look set to change the game and professionalise. The players have a key role to play
The report covers game statistics and quantitative data from ground-breaking announcements on the establishment of
and create a new ‘top of the pyramid’ for players. However, in contributing and shaping the direction of the game
1 January 2020 to 1 January 2022 in addition to commentary the WPL and WPSL, along with expanded ICC Event and
there remain some significant issues in the game that need and we look forward to ensuring more players can have
and qualitative data based on the most recently available bilateral scheduling announcements. This follows the initial
to be urgently addressed, including the ongoing denial of a voice and a say in the game in their own countries
information through to 1 December 2022. success of The Hundred, the WBBL, the CPL and Fairbreak
the right for women’s players to access sport in Afghanistan. and at global level, and to working with the game’s
Invitational. We have also seen a number of countries take
leadership to make our game even better.
In previous reports, FICA has set out a gender equity model significant steps towards achieving equity in the terms and
Players continue to be at the heart of the game’s success
developed with external experts, mapping a four-stage conditions facing players in their countries. There is no
professionalisation maturity curve of amateur, fledgling
and FICA will always look to work with the game’s leadership
doubt there continues to be significant progress around the
LISA STHALEKAR IS A FORMER
professional, progressive professional and established
on their behalf in order to make progress. Player views
world and there is a real belief that the women’s game is
AUSTRALIAN INTERNATIONAL
professional, creating a clear pathway for the global game
should be listened to, and they should be treated fairly and
about to explode for all the right reasons.
AND CURRENT FICA PRESIDENT
equitably in all countries, not just some.
and countries to follow in pursuit of gender equity and CECELIA JOYCE IS A FORMER
professionalisation of the women’s game. To continue to inspire There is still much more to be done though, and as IRISH INTERNATIONAL AND
TOM MOFFAT
and support progress in line with FICA’s aspiration, this report this report highlights, there are a number of game and CURRENT FICA DIRECTOR
continues to assess and benchmark the performance of the
FICA CEO employment issues that require addressing and targeted
countries covered by this report against these metrics.
PLAYER VIEWS
SHOULD BE
LISTENED TO AND
THEY SHOULD BE
TREATED FAIRLY
AND EQUITABLY IN
ALL COUNTRIES,
NOT JUST SOME. TOM MOFFAT LISA STHALEKAR CECELIA JOYCE
8 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 9
REPORT
OUR PURPOSE METHODOLOGY
This is the third FICA Women’s Professional Cricket
FICA IS THE WORLD PLAYERS’ Global Employment Market Report. It aims to provide
BODY IN CRICKET an accurate and balanced assessment of the women’s
FICA is a democratic player-driven organisation that brings global employment market and the landscape in which
together the world’s ‘organised’ professional cricketers professional players around the world are looking to build
under an international body which focuses on matters successful and meaningful careers. The report covers
that affect the players collectively, and the global game. game statistics and quantitative data from 1 January
Players who are members of a FICA member association 2020 to January 2022 in addition to commentary and
are, by extension, also guaranteed the support of the qualitative data based on the most recently available
other players’ associations in other countries. information through to 1 December 2022.
OUR VISION This report includes data from various
credible sources globally, including:
To be recognised and respected as the global
representative federation of all professional
FICA’S 2022 GLOBAL PLAYER SURVEY
cricketers, past and present, around the world. ~400 responses from across 11 countries, majority
internationals, including both qualitative and
WE CARE ABOUT quantitative questions completed by more than
150 women’s player respondents.
FICA’S 2022 MEMBER PLAYERS’
PLAYERS ASSOCIATION SURVEY
Serving players’ collective interests globally.
Provides an overview of contractual and key employment
structures and arrangements by country.
THE GAME
Positively influencing the direction of the global game. CRICKET ARCHIVE
The world’s most comprehensive cricket database. THIS REPORT WILL
MEMBER PLAYERS’ ASSOCIATIONS
Strengthening and growing. DIRECT PLAYER ENGAGEMENT TRACK INFORM CONTRIBUTE ADVOCATE
FICA has engaged directly with players around a full range of data points the game’s stakeholders, to the future direction for more consistent
the world and its Player Advisory Groups. and player insights with decision-makers, of the game by providing playing structures
subsequent consistent media and fans with thought leadership and global minimum
monitoring allowing reliable, accurate on some of the key standards in employment
IMPERFECT DATA ACKNOWLEDGMENT for the identification information deriving a issues, challenges, and conditions ensuring that
FICA acknowledges that it does not have access to of patterns and trends better understanding opportunities that the cricket remains vibrant
full data sets from across the game and specifically in across the game, of the realities of the game faces. by offering viable,
countries where no players’ association exists, or where including against its professional game and secure, and rewarding
the players’ association has limited access to player data. established gender the career choices and professional careers for
FICA also acknowledges there is a time lag on some data. equity metrics and issues faced by players. its players.
professionalisation
maturity curve.
10 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 11
KEY FINDINGS
The women’s game continues to progress, 2. ABILITY GAP / HAVES choose. Flight of talent from international cricket has 7. WPL SET TO CHANGE THE GAME
AND HAVE NOTS become a significant issue in the men’s game and the
with a recent acceleration in the rate of The recently announced financial investment into
emergence of WPL and WPSL, in addition to other
The gap between the ‘haves’ and ‘have nots’ the Women’s Premier League, through broadcast
positive change after some momentum established major domestic T20 leagues, means
highlighted previously has remained during the report (reported to be in excess of USD 100M over 5
the game’s leadership has a limited opportunity to
was lost during the global pandemic. period, with a clear correlation between on-field years), and the sale of franchises in particular
find the optimal balance between formats, and to
performance, and off field structures and investment. (reported to be in excess of USD 550M in aggregate)
implement clear parameters and scheduling windows
This has been driven largely by specific countries Whilst some of this is the result of the level of look set to dramatically change the playing and
to enable international cricket to co-exist with the
showing initiative in policy and structure, and in prioritisation given to the women’s game in certain employment landscapes from 2023 onwards. The
growing domestic leagues landscape.
particular through the increasing domestic leagues countries, some reflects the significant inequality level of investment is likely to create a new “top of the
landscape. There is an overwhelming feeling that in overall global game economics, which could be pyramid” for women’s players.
women’s cricket is moving in the right direction and partially addressed by targeted global funding.
5. NEW OPPORTUNITIES
FOR GROWTH
momentum is building. Public interest in the game 8. FEMALE VOICES NEED
continues to grow, and employment opportunities 3. DISPROPORTIONATE At international level the report period saw the TO BE HEARD
have reached new highs – the future is bright, COVID IMPACT introduction of cricket into multi-sport games
41% of players do not think women cricketers in their
and the sentiment has moved to when, not if, the such as the Commonwealth Games, the significant
The game had incredible momentum after the country have a clear say on issues within the game.
women’s game reaches its full potential. Below are development of an Under 19 World Cup, along with
ground breaking 2020 Women’s T20 World Cup, Whilst there has been some progress there remains
nine key findings from FICA’s 2022 Women’s Global a number of other new development and growth
which unfortunately was brought to an abrupt halt an under-representation of women on decision-
Employment Report. opportunities. It will be critical that the terms and
by the pandemic, leading to numerous tours and making boards around the globe, whilst many women
conditions provided to players in such events are
fixtures being cancelled over the following 18 months cricketers still do not have access to the benefits of
1. THE PACE OF CHANGE IS due to health and financial concerns. While the top
appropriate and reflect the value they bring to them.
a formal players’ association. FICA is aware of, and
ACCELERATING BUT FURTHER five countries (Australia, England, South Africa, continues to highlight, systematic barriers to the
INVESTMENT IS NEEDED New Zealand and India) bounced back strongly and
6. EMPLOYMENT TERMS ARE KEY formation of players’ associations in some countries.
managed to maintain their number of playing days
TO ATTRACTING THE BEST TALENT
The majority of cricket nations have made positive
progress since FICA’s 2020 report, with a clear during the 2020-21 period compared to the previous Cricket remains a short term and precarious career 9. TRUST IS KEY
increase in competitive structures and professional two-year period, the remaining ODI countries saw path with most players on contracts of less than a
For women’s cricket to grow sustainably, it is crucial
employment opportunities (119 central contracts in their volume of cricket halve. year, and the majority favouring contract and job
that positive relationships are forged between the
2020 increased to 209 in the report period, plus 492 security over playing in different competitions. The
players, their associations and governing bodies
major domestic T20 league contract opportunities 4. NOW IS THE TIME TO OPTIMISE statistics in each of these areas are more pronounced
around the globe. A number of players have cited the
projected in 2023). A number of national governing THE GLOBAL STRUCTURE than in the men’s game. Given the majority of players,
lack of support from their respective boards as one
bodies have also implemented positive policy reform including many internationals, are still required to
Players continue to support a global schedule that of the biggest issues facing the game while almost a
including gender equity principles. There remains search for supplementary income to support their
enables international cricket and domestic leagues quarter of players have felt bullied or intimidated by
significant room for further targeted initiatives and cricket careers, the provision of fair and secure
to co-exist, with a significant number indicating they their employer.
investment at global level and in more countries to employment terms and conditions will be critical to
would consider rejecting national contracts if paid
expedite progress. ensure cricket is a viable career path for the best
more to compete in domestic leagues if required to
talent globally.
12 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 13
UPDATE ON RECOMMENDATIONS
FROM 2020 REPORT
In its 2020 Report FICA made a series of recommendations focussed on ensuring the game’s leadership
affirmed its commitment prioritising and investing in international and domestic women’s cricket structures.
The below commentary provides an update on progress against those recommendations.
2020 RECOMMENDATIONS DECEMBER 2022 ASSESSMENT 2020 RECOMMENDATIONS DECEMBER 2022 ASSESSMENT
VOLUME OF CRICKET REPRESENTATION
Ensure ‘tagged’ funding is utilised to The volume of cricket played by international No evidence of any targets at global level
Develop and agree clear targets for
increase the volume of cricket across countries outside of the top 5 halved during the that FICA is aware of, whilst some limited
women’s representation on all relevant
more countries. reporting period, however, additional growth and tangible progress on representativity has
boards, committees and panels at global
pathway opportunities have been recently added been reported at domestic level.
and domestic level.
with the U19 World Cup, the Commonwealth
Games, and the various Domestic Leagues.
STRUCTURE CLARITY MINIMUM STANDARDS
Develop and agree clear global scheduling While no formal structural clarity or windows Urgently develop and agree mandatory global Ongoing discussions are occurring between
windows at ICC level to prevent overlap, have been provided, the 2023 schedule shows minimum standards at ICC level including in FICA and the ICC focussed on sustainably
including between domestic leagues and that informal windows have essentially been critical areas such as: addressing many of these issues.
international cricket. created due to NGB’s organically avoiding • Health and safety
scheduling matches that clash with the four • Player welfare
major domestic leagues (WBBL, Hundred, WPL, • Contracts and contract enforcement
WPSL). There is no guarantee this will occur in • Maternity and family caring provision
the future without formal structured windows. • Bullying and intimidation.
GENDER EQUITY FRAMEWORKS DIALOGUE
Urgently convene a dedicated global multi- While the Women’s Cricket Committee exists Ensure clear channels of ongoing and Recent positive dialogue between ICC and
stakeholder expert group at ICC level, and has continued to meet throughout the meaningful engagement and dialogue FICA, but further work is required at all levels,
including FICA, to develop and publish step reporting period, its focus remains on inside between governing bodies and players’ including on unblocking known opposition
plans for achieving gender equity across the ropes issues and to FICA’s understanding, associations at global and domestic level. to player collective representation which is
countries, and track progress against them. there is no specific multi-stakeholder group contrary to players’ right to organise.
dedicated to working on gender equity.
CENTRALISED FUNDING PROTECT PEOPLE
Develop and agree clear and transparent Whilst the country scorecard system does Ensure proactive protection of players’ Despite ongoing dialogue there is no tangible
‘tagged’ funding streams at ICC level to provide some incentive to invest in and fundamental rights at ICC level, including progress to report in this area. The aftermath
assist to expedite professionalism and to strengthening the women’s game, there is through removing systematic barriers to of the denial of the players’ right to access
strengthen the foundations of women’s clearly more that can be done to ensure players’ associations and committing to sport in Afghanistan provides an example
game and gender equity ambitions. more countries can build sustainable player internationally recognised human rights of the gap in strong frameworks to protect
contracting structures. frameworks. player rights at global level in cricket.
14 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 15
1 WOMEN’S PROFESSIONAL
CRICKET PLAYING &
EMPLOYMENT LANDSCAPE
16 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 17
207 AFG
NATIONAL TEAM CENTRAL CONTRACTS AVAILABLE IN
THE COUNTRIES COVERED BY THIS REPORT IN 2022
UP MORE THAN 75% FROM 2020
0
AUS 15
BAN 24
ENG 18
IND 19
GLOBAL IRE 22
EMPLOYMENT NETH 0
OVERVIEW NZ
PAK
17
20
SCO 0
This section provides an overview of the increasing
SA 15
number of professional player contracts available
globally across both international cricket and the SL 20
major domestic T20 leagues, which are the main
professional player landscapes in the women’s WI 18
game globally. Recently announced WPL and WPSL 19
ZIM
numbers are included on a forecast basis.
The report period has also seen the further
492
evolution of underpinning domestic contracting
structures in several countries, with a number of MAJOR DOMESTIC T20 LEAGUE PLAYER CONTRACTS AVAILABLE
other domestic contracts available worldwide, WORLDWIDE INCLUDING 192 OVERSEAS PLAYER CONTRACTS
referenced separately for the first time in this UP MORE THAN 30% FROM 2020
report. Whilst the majority of these would be
considered semi-professional, the numbers affirm
WBBL 24 120
that the opportunities to be employed as a cricketer
on either a full-time or part-time basis, are growing. HUNDRED 24 128
FAIRBREAK INVITATIONAL 90
90
WPL (scheduled for 2023) 30 90
WPSL (scheduled for 2023) 24 72
OVERSEAS TOTAL
NOTE ON OTHER UNDERPINNING DOMESTIC CONTRACTS:
FICA estimates that there are more than 400 additional domestic contracts available worldwide, outside of the major domestic
leagues, including for example, 120 in England, 98 in Australia, 72 in New Zealand, 30 in South Africa, and 42 in the West Indies.
Whilst generally not yet constituting full-time professional status (with some exceptions), these contracts are an increasingly
important part of building the foundations of the professional game globally.
18 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 19COMMENTARY
> FICA is not yet seeing the significant scheduling overlap > There are growing, year round playing opportunities and
that defines the men’s calendar increasing career viability for many of the best players in
the world
GLOBAL SCHEDULING OVERVIEW > Informal windows have organically developed around
major domestic leagues > With the introduction of cricket at the 2022
Commonwealth Games, further congestion appears
> FICA expects it will be critical that such windows are
likely in years when multisport games are scheduled
mandated formally at global level in order to enable both
The graph below sets out the forecast 2023 global cricket scheduling calendar across
international cricket and major domestic leagues to co- > The ten countries featured below are those covered in the
bilateral international cricket, major ICC Events and major domestic T20 leagues. exist, and to avoid the scheduling conflict that defines existing Future Tours Program – scheduling is extremely
Due to the rapidly evolving landscape in women’s cricket FICA has included the 2023 the men’s calendar limited for the smaller countries outside of this
forecast calendar, despite it sitting outside of the report period.
AUS BAN ENG IND IRE NZ PAK SA SL WIN
Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20 Opposition Test ODI T20
1
2
JAN
3 SL 0 3 3 WIN 0 0 4 IND | WI 0 0 4 BAN 0 3 3 IND | WIN 0 0 4
4
1
2 ICC T20 WORLD CUP
FEB
3 (SOUTH AFRICA)
4
1
2
WPL
MAR
3
4
1
FAIRBREAK INVITATIONAL T20
2
APR
3
4
1
2
MAY
3
4
1 ENG 1 3 3 AUS 1 3 3
2
JUN
3 IND 0 3 3 BAN 0 3 3 WIN 0 3 5 SL 0 3 3 NZ 0 3 3 IRE 0 3 5
4
1
2
JUL
3 IRE 0 3 0 AUS 0 3 0
4
1
2
HUNDRED
AUG
3
4
1 PROJECTED CPL, WPSL & FAIRBREAK INVITATIONAL T20 (2) SL 0 3 3 SA 0 3 3 PAK 0 3 3 ENG 0 3 3
2
SEP
3 WIN 0 3 3 SA 0 3 3 IND 0 3 3 WIN 0 3 3
4
1 PAK 0 3 3 NZ 0 3 3 IND 0 3 3 BAN 0 3 3
2
OCT
3
4
1
WBBL
2
NOV
3
4
1 ENG 1 0 3 PAK 0 3 3 PAK 0 3 3
2
DEC
3 IND 1 3 3 SA 0 3 3 IND 1 0 3 AUS 1 3 3 BAN 0 3 3
4
20 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 21GENDER EQUITY IN CRICKET
In FICA’s 2020 Reports, FICA worked with expert consultants to identify some of
the key elements of achieving gender equity in cricket, along with barriers and
impediments to doing so, updated as follows:
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 PREVIOUSLY IDENTIFIED BARRIERS/IMPEDIMENTS
and prize money. TO ACHIEVING GENDER EQUITY IN CRICKET
An example of some of the relevant factors that have been identified
in quantifying ‘value’ are:
POLITICAL ECONOMIC CULTURAL
Lack of common goals Vastly different size of Different cultural attitudes
MEN'S WOMEN’S
and minimum standards cricket economies across to gender equity and
Plus Pre-existing commercial value Plus Reputational value for cricket exacerbated by individual countries, impacting on women across cricket
Plus Established game Plus Growth game countries acting unilaterally ability to invest and spend, playing countries.
rather than through global exacerbating inequality.
Plus Core audience Plus Unlocking and attracting new audiences
governing body.
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
An attitude of ‘gratefulness’, Significant energy and focus on things that “look good”,
MINUS Historical underinvestment/denial of pro status
which diminishes women’s without sufficient focus and investment in building genuinely
MINUS Historical societal undervaluing of women and women’s sport
rights to fair and equal sustainable and equitable foundations.
MINUS Gender bias, women held to different behavioural standards opportunity.
22 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 23PROFESSIONALISATION
MATURITY CURVE
In FICA’s 2018 and 2020 Women’s Global Employment Reports, FICA worked with
expert consultants to identify several stages of the professionalisation of the women’s
game. This report continues to track each country’s progress against these metrics.
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
economies
Access to best practice:
• Workplace representation/players’ association PROGRESSIVE
PROFESSIONAL
Player Development/Welfare Support Majority of players and/or
significant provision or access
Access to best practice:
• Personal development and welfare support programs FLEDGLING
• Retirement and hardship funds PROFESSIONAL
Only some players and/or only
limited provision or access
Employment Terms and Conditions
Access to best practice:
AMATEUR
• Secure and multi-year employment/contract structures No players and/or
no provision or access
• Insurance, injury compensation, medical treatment, OHS/safe workplace provision
• Travel standards, per diem
• Maternity and family caring provision
• Protection in respect to family and caring responsibilities
24 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 25PROFESSIONALISATION
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
or access on par with top equal base rate of investment
• Administrators have clearly articulated the case for gender
performing men’s cricket and pay with adjustment
equity and published plans for achieving progress
economies loading reflecting ‘value’
(women’s total average
PROGRESSIVE remuneration > 30% of men’s)
Game Structures PROFESSIONAL
Access to: PROGRESSIVE
Majority of players and/or Player Salary/Pay PROFESSIONAL
• A clear professional pathway from amateur to professional significant provision or access
• Optimal volume of cricket (training and playing) for 12 months of the year Equal base rate of investment
FLEDGLING and pay with adjustment
PROFESSIONAL loading reflecting ‘value’
Staff/Coaching/Facilities Only some players and/or only (women’s total average
limited provision or access remuneration < 30% of men’s)
Access to highest standard:
• Support and coaching staff FLEDGLING
AMATEUR
• Umpires PROFESSIONAL
No players and/or
• Training and playing facilities Prize Money Some significant investment
no provision or access
and pay but at ‘random’ levels
Marketing and Promotion AMATEUR
• Marketing and promotion of the game & players Limited or no investment and
• Visibility of the game and players (including broadcast exposure) pay or reimbursement level only
• Boards, player’s associations, players actively advocate for women’s players
26 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 272 COUNTRY-
BY-COUNTRY
ANALYSIS
28 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 29KEY
The categories in the Professionalisation Maturity Curve are:
OVERVIEW Established Professional
Fledgling Professional
Progressive Professional
Amateur
This section of the report provides an overall snapshot of the professional and elite employment and playing
landscapes in the major cricket countries worldwide and in the countries where FICA has a member players’
association. It builds on the analysis presented in FICA’s previous reports and highlights the main features of the *Based on ICC official rankings, each country is provided a point rating for both ODIs and T20Is – this number is the combined
current women’s cricket structures, as well as the unique challenges faced by each country. The country-by-country ODI and T20I point rating as at 6 December 2022
analysis has been provided through individual country assessments, provided either by the local player association
**Estimated based on the number of players with professional contracts with either their country and/or a professional
and/or senior players and other credible sources. At the end of each individual country analysis FICA has categorized
domestic league
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 earlier in this report.
2020 PROFESSIONALISATION MATURITY 2022 PROFESSIONALISATION MATURITY COMBINED ODI PROFESSIONALLY KEY MILESTONES / NOTES
CURVE RATING CURVE RATING / T20 RATING* CONTRACTED PLAYERS**
All 123 players are contracted under the same MOU and receive the same terms and conditions as men, and include those with
AUS 469 123 one or a combination of Australian central contracts, WBBL and the domestic competition agreements
An increase to 80 full-time professional contracts in 2023, from 67 in 2022, with a salary pool rise of 131%, while The Hundred
ENG 398 80 salary pool increased by 108% between 2021 and 2022 editions
Women's and men's players under the same collective agreement for the first time in 2022, which sees equal match payments across
NZ 375 89 international and domestic formats, and flexibility for the 72 domestic and 17 international players to pursue careers outside cricket
Introduced a further 10 high performance & 30 provincial women's semi professional contracts, joining the existing 15 full-time
SA 375 55 central contracts
Equal match payments across men and women's national teams announced in 2022, launch of, and significant investment into,
IND 369 60 WPL in 2023 looks set to employ 60 local professional players
Launch of the women's CPL in 2022 with further expansion planned for 2023, 18 centrally contracted professional players,
WI 324 18 introduction of A-Team tours, youth bilateral series and the reintroduction of regional u19 tournament
PAK 285 48 WPSL launch in 2023 looks set to employ 48 local professional players, introduction of a new Parental Support Policy in 2021
BAN 270 24 Centrally contracting 24 players, with a 20% increase in remuneration implemented in 2021
SL 253 20 Centrally contracting 20 players, however the level of renumeration and player views on status is unknown
IRE 219 22 Increase from six to 22 central contracts, including six full-time
ZIM 162 19 19 central contracts offered for 2022/23 season, however the level of renumeration and player views on status is unknown
ODI status granted in 2022, Loss of earnings model introduced to compensate players who miss work to play international
SCO 143 4 cricket, four Scottish players contracted in UK
NET 109 1 ODI status granted in 2022, DCA women's player representation from 2023, one Dutch player contracted in UK
AFG 0 0 Centrally contracted 25 players, only for these to be cancelled after the Taliban takeover in Sept 2021
30 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 31COUNTRY BY COUNTRY ANALYSIS FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
AFGHANISTAN AUSTRALIA
The progress of women’s cricket in months after 25 players were centrally Afghanistan had previously made steady Australia is the global leader in the across both genders. This includes MOU for 2022-23. This has resulted in
Afghanistan has been brought to an contracted to fast track the country’s progress since the establishment of the women’s game, with both successful access to the Australian Cricketers’ improved remuneration for all players.
abrupt halt since the publication of development in line with ICC full women’s team in 2010, having been national teams and the strongest Retirement Account and other
FICA’s last report in 2020, following member requirements. At the time of awarded Test and ODI status by the domestic competitions. The country marketing pools. Player wellbeing remains a priority for
the Taliban offensive in August 2021. writing, FICA understands they remain ICC in April 2021, but this has been put remains the leading employer of the association, particularly following
Many players have since experienced in breach of these requirements. on hold by the recent developments. female cricketers, with 123 professional All professional players in Australia the isolating biosecurity bubble
safety concerns with a number forced In late 2021, the ICC established a There is no domestic playing structure players competing internationally and are salaried. Many players can direct environments of the past two seasons.
to flee the country with assistance working group to determine the future in place in Afghanistan, and no players’ domestically in Australia. The athletes significant focus on playing cricket The ACA’s GamePlan Program invested
from third parties. The initial ban on of cricket in Afghanistan, but to date association exists to represent the views are underpinned by an established (alongside wellbeing and personal/ heavily in player development and
women playing cricket, or other sport there has been little material progress of its players at an executive level. domestic structure that features the professional development) at the wellbeing over the reporting period,
at both a professional and an amateur reported. FICA continues to advocate 50-over Women’s National Cricket highest level without needing additional especially in the female game. The ACA
level, has clearly impacted on both for the ICC to imbed its human rights League (WNCL) and the 20-over work. That said, players do still have the and Cricket Australia have executed
the development of the game and responsibilities as a business in its Women’s Big Bash League (WBBL), ability to seek additional employment to several joint-venture commercial
players’ right to access sport. This has governance and regulatory frameworks providing a consistent and competitive subsidise their cricket income. opportunities over the reporting
been a significant blow for the women’s which would assist it to align with best cricket schedule to support their period, including an NFT project and a
game in Afghanistan and came just practice in global sport. national team. Since the 2020 report, This investment has benefited Australia documentary sold to Amazon based on
the WNCL has grown from an 8-game at the international level, winning all Australia’s T20 World Cup in 2020.
schedule to a 12-game schedule. three major global tournaments during
the reporting period. The Australian Further progress is expected in all areas,
Australia’s female players are covered Cricketers’ Association (ACA) represents especially regarding gender equity,
by the same collectively bargained domestic and international players in when the next MOU is negotiated and
MOU with Cricket Australia (CA) as their Australia. Since FICA’s last report, the due to start from July 1, 2023.
male counterparts. Players enjoy the ACA negotiated amendments to its
same contracts, terms and conditions 2017-22 MOU with CA and a one-year
Professionalisation Maturity Curve Category: Professionalisation Maturity Curve Category:
AMATEUR ESTABLISHED PROFESSIONAL
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL
ATTITUDES INVESTMENT ATTITUDES INVESTMENT
PLAYER REPRESENTATION PLAYER REPRESENTATION
GAME STRUCTURES PLAYER SALARY/PAY GAME STRUCTURES PLAYER SALARY/PAY
PLAYER DEVELOPMENT/ PLAYER DEVELOPMENT/
WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY
EMPLOYMENT TERMS MARKETING AND EMPLOYMENT TERMS MARKETING AND
AND CONDITIONS PROMOTION AND CONDITIONS PROMOTION
COMMERCIAL RIGHTS ENTITY
KEY KEY
Established Professional
Fledgling Professional
Unknown / N/A Established Professional
Fledgling Professional
Unknown / N/A
Progressive Professional
Amateur
Progressive Professional
Amateur
32 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 33COUNTRY BY COUNTRY ANALYSIS FICA MEMBER FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
BANGLADESH ENGLAND
Women’s cricket in Bangladesh 24 centrally contracted players – but Although Bangladesh does have an Outside of Australia, England has the fixtures are scheduled as back-to-back These improvements are negotiated
continues to follow an upward remuneration and employment terms established players’ association in most established women’s cricket doubleheaders with the equivalent between the England and Wales Cricket
trajectory and, whilst improvements remain below those of several other the form of the Cricketers Welfare structure and has made significant men’s sides, which has helped lead to Board (ECB) and the Professional
can still be made in some areas, the countries. Association of Bangladesh (CWAB), the further steps since the publication record in-ground attendance figures for Cricketers’ Association (PCA). Each of
future of the game looks bright. The organisation does not benefit from any of FICA’s previous report in 2020. domestic women’s cricket in England. England’s professionally contracted
national side, which achieved formal The national team is underpinned by permanent source of funding and its Chief among those has been the women cricketers are automatically
ODI status just over a decade ago, has two major domestic leagues in the form services are currently only available to introduction of a high-quality women’s The strengthening of England’s members of the PCA, and therefore
continued to improve, reaching a high of the 50-over Dhaka Premier Division male players. However, with a cricket- domestic structure, featuring eight domestic structure has led to receive services and benefits on a
of fifth position in the ICC Women’s ODI Women’s Cricket League and the 20- obsessed population of 165 million teams made up of a minimum of 6 continued success on the pitch par with their male counterparts.
Team Rankings in late 2021. Despite over Bangladesh Women’s National people, and a burgeoning economy, professionals per team in 2022 and for the international side. With 18 These include collectively negotiated
a group stage exit in the 2022 ICC Cricket League. Whilst the former with continued investment there is will be a minimum of 10 in 2023, centrally contracted players, England international and domestic contracts plus
Women’s World Cup, the fact that competition features 12 participating undoubted potential for Bangladesh creating further opportunities outside regularly reach the final stages of individual contractual and legal advice,
Bangladesh qualified for the 50-over squads and the latter eight, no fully to become an established force in of the international arena for women major tournaments and sit in the top and a collectively negotiated pension
tournament for the first time is a professional players currently operate women’s cricket in the near future. to make a living through playing three of both the ICC ODI and T20I and private health scheme, a bespoke
testament to their progress, and the in Bangladesh’s domestic women’s cricket in England. Alongside this, the team rankings. England’s players have personal development and welfare
side proved competitive in the majority cricket structure. introduction of The Hundred has fast benefited from improvements to the programme, and the support of the
of their seven fixtures. Bangladesh has tracked the women’s game in England. central contract pay structure, including Professional Cricketers’ Trust charity.
With 120 contracts available for the a 25% increase in salaries and 50%
100-ball tournament, the women’s increase in match fees since our last
salary pool saw an increase of 108% report, as well as insurance provisions
between the 2021 and 2022 editions aligned to those in the men’s game.
of the tournament. All Hundred
Professionalisation Maturity Curve Category: Professionalisation Maturity Curve Category:
FLEDGLING PROFESSIONAL PROGRESSIVE PROFESSIONAL
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL
ATTITUDES INVESTMENT ATTITUDES INVESTMENT
PLAYER REPRESENTATION PLAYER REPRESENTATION
GAME STRUCTURES PLAYER SALARY/PAY GAME STRUCTURES PLAYER SALARY/PAY
PLAYER DEVELOPMENT/ PLAYER DEVELOPMENT/
WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY
EMPLOYMENT TERMS MARKETING AND EMPLOYMENT TERMS MARKETING AND
AND CONDITIONS PROMOTION AND CONDITIONS PROMOTION
KEY KEY
Established Professional
Fledgling Professional
Unknown / N/A Established Professional
Fledgling Professional
Unknown / N/A
Progressive Professional
Amateur
Progressive Professional
Amateur
34 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 35COUNTRY BY COUNTRY ANALYSIS FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
INDIA IRELAND
Whilst Indian men’s cricket continues the status quo in the women’s in India nations do. Players suffered a 14-month Women’s cricket in Ireland has recently 2025. They will, however, be making a by challenges relating to finances and
to be the undisputed economic and in the game globally, however delay in the payment of 2020 World made substantial progress in a number return to the T20 World Cup in South participation levels.
powerhouse of the global game, its at the time of writing it is unclear Cup prize money during the report of key areas. FICA was pleased to see Africa in early 2023.
women’s equivalent has remained whether the players themselves will period as a product of this. an increase in the number of centrally For its part, the Irish Cricketers’
behind in several key areas during the receive a fair share of the financial and contracted Irish women cricketers from Recent home fixtures against Australia Association (ICA) continues to do
report period. Following the continued other benefits comparative to global On the field, India’s national side six to 22 since our last report. Those and Pakistan were a boost for Ireland significant work for its members and
success of the men’s Indian Premier benchmarks. A recent announcement continues to excel on the biggest 22 contracts include six full-time, ten and a sign that the team harbors was instrumental in negotiating the
League (IPL), which is now among the that India’s women cricketers would stage. Since our last report, the team, ‘educational’ and six ‘casual’ players. ambitions of competing with the best. breakthrough contracting structures for
richest leagues in the world in any earn match fees on parity with their which is led by Harmanpreet Kaur, The development means the number However, the national team remains players in 2021 and the appointment
sport, India’s female cricketers do not male counterparts has also been well reached the final of the 2020 T20 of female contracted Irish cricketers unsupported by a strong underpinning of a permanent Personal Development
currently reap the wealth of benefits received and described as a great World Cup and just missed out on (22) almost matches the figure for their domestic structure. Though the Manager (PDM) is a necessary next
that the franchise competition has first step towards eliminating gender semi-final qualification at the 2022 male counterparts (24), albeit with domestic 50-over and T20 ‘Super step in the development of the ICA.
brought. That looks set to change, discrimination. Cricket World Cup. lower contracting bands. The national Series’ were each expanded from two Although relations between the players,
however, with the first edition of the side’s performances have subsequently teams to three for the 2022 season, CI and the ICA remain in a healthy
Women’s Premier League (WPL) Though FICA has limited insight into the With ongoing professionalisation, huge improved, with Ireland reaching a both competitions see each side state, CI and the ICA still do not have
scheduled for March 2023. The recently welfare of women cricketers in India, participation levels and an undoubted highest ranking of number eight in the competing in just six fixtures, meaning an established collective agreement
reported broadcast (reported to be in current players do not have access to passion for the game, India could be a ICC ODI Team Rankings, though the they are relatively short in duration. / MOU which puts it behind other
excess of USD 100M over 5 years) and a formalised players’ association and dominant force in women’s cricket for team has not qualified for the 50-over Further expansion of the domestic established cricket nations.
franchise sale numbers (reported to be the established collective support years to come, especially with genuine Cricket World Cup since 2005 – a stat game is needed for women’s cricket to
in excess of USD 550M in aggregate) programmes and protections that prioritization, investment, and support that they will be looking to rectify in develop in Ireland, but this is held back
for WPL are set to dramatically change players in other established cricket structures.
Professionalisation Maturity Curve Category: Professionalisation Maturity Curve Category:
PROGRESSIVE PROFESSIONAL FLEDGLING PROFESSIONAL
PLAYERS THE GAME INVESTMENT PAY PLAYERS THE GAME INVESTMENT PAY
AND PRIZE MONEY AND PRIZE MONEY
PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL
ATTITUDES INVESTMENT ATTITUDES INVESTMENT
PLAYER REPRESENTATION PLAYER REPRESENTATION
GAME STRUCTURES PLAYER SALARY/PAY GAME STRUCTURES PLAYER SALARY/PAY
PLAYER DEVELOPMENT/ PLAYER DEVELOPMENT/
WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY
EMPLOYMENT TERMS MARKETING AND EMPLOYMENT TERMS MARKETING AND
AND CONDITIONS PROMOTION AND CONDITIONS PROMOTION
KEY KEY
Established Professional
Fledgling Professional
Unknown / N/A Established Professional
Fledgling Professional
Unknown / N/A
Progressive Professional
Amateur
Progressive Professional
Amateur
36 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 37COUNTRY BY COUNTRY ANALYSIS FICA MEMBER FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
NETHERLANDS NEW ZEALAND
FICA is pleased to include the Despite no contracted players and Women’s cricket in New Zealand has In addition, under the new agreement national team exists a well-organised
Netherlands in its women’s global continued amateur status, elite women’s progressed significantly during the female cricketers have equal access to domestic structure, made up of six
employment report for the first time. players have recently been included report period, with female cricketers the benefits and services provided by teams with 12 contracted players
On the back of the significant on field as members of the newly established in New Zealand now benefiting from a the NZCPA. In particular the domestic per team. The domestic women’s
strides the men’s team has made in Dutch Cricketers’ Association. This combined men’s and women’s Master contracted women now have the contracts are positioned as a secondary
recent years the Royal Dutch Cricket means women’s cricketers in the Agreement between New Zealand same access to individualised case work commitment with restricted
Federation (KNCB) has significant work Netherlands will be represented in Cricket (NZC), the New Zealand management under the NZCPA’s obligations, to enable players to retain
to do to progress the women’s game future collective negotiations with the Cricket Players Association (NZCPA) personal development and welfare full-time employment and/or study
on and off the field. Barriers to the KNCB, which will be an important part and six domestic Major Associations programme as the Black Caps, White commitments. Both major 50-over and
progression of women’s cricket in the of ensuring they are treated fairly and signed in August 2022. During the Ferns and domestic men. Since FICA’s T20 domestic competitions see teams
Netherlands include low participation developing and growing the game. negotiation process a set of gender 2020 report, NZCPA and NZC have made competing in 10 rounds of fixtures
and low funding, which will need to be equity principles were adopted, which progress with women’s health advances followed by knockout finals, which will
addressed if cricket is to become a provide a framework for the increased including the negotiation (and retention be supplemented by a three-match
viable career path for athletes in the professionalisation of the women’s under the new Master Agreement) of a North v South Series for emerging
Netherlands and in order to challenge game. Importantly, equal match fees new pregnancy policy and a heightened players at the end of the domestic
or break into the top 10 of the ICC’s are now paid across men’s and women’s focus on the differing high-performance season, meaning a good volume
team rankings. cricket, which ensures the White Ferns needs of female athletes. of competitive domestic cricket
and domestic female players receive is available for female cricketers in
the same match fees as the men across The national side remain consistent New Zealand.
all their formats and competitions. performers, regularly appearing in the
The agreement also seeks to ensure finals of major events. The 17 centrally
professional women’s players receive contracted White Ferns players are
equity in matters such as travel and remunerated at above average levels,
accommodation, and the wider playing meaning players are not forced to
and training environment. source alternative income. Below the
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/ OVERALL FINANCIAL PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL
ATTITUDES INVESTMENT ATTITUDES INVESTMENT
PLAYER REPRESENTATION PLAYER REPRESENTATION
GAME STRUCTURES PLAYER SALARY/PAY GAME STRUCTURES PLAYER SALARY/PAY
PLAYER DEVELOPMENT/ PLAYER DEVELOPMENT/
WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY
EMPLOYMENT TERMS MARKETING AND EMPLOYMENT TERMS MARKETING AND
AND CONDITIONS PROMOTION AND CONDITIONS PROMOTION
KEY KEY
Established Professional
Fledgling Professional
Unknown / N/A Established Professional
Fledgling Professional
Unknown / N/A
Progressive Professional
Amateur
Progressive Professional
Amateur
38 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 39COUNTRY BY COUNTRY ANALYSIS FICA MEMBER COUNTRY BY COUNTRY ANALYSIS
PAKISTAN SCOTLAND
Whilst there has been some progress Furthermore, Pakistan did not reach protections their counterparts are Consistent with FICA’s last report, a lack aspirational pathway for the country’s Scotland players who miss days of work
made, women’s cricket in Pakistan has the final stages of either of the major provided with in other parts of the world. of regular competitive cricket at both best players. A lack of funding and to play international cricket (capped
still struggled to keep pace with many ICC women’s tournaments to take place It is clear that fundamental changes are an international and domestic level quality facilities mean the situation in at £100 per day), and membership of
of its leading international rivals in some during the report period. However, the required to create a recognised pathway continues to hamper the progress of Scotland itself is unlikely to change in the Scottish Cricketers’ Association
areas. For a country of Pakistan’s size announcement of the Women’s Pakistan for female cricketers in Pakistan to make women’s cricket in Scotland. Scotland’s the near future, and the national side (SCA), which represents the players
and cricketing stature, the women’s Super League launching in early 2023 a viable living out of playing professional top international players enjoyed just remains outside of the top 10 of the ICC in negotiations with governing body
game receives limited coverage and is promising, with 48 contracts available cricket. However, it was pleasing to see the eight scheduled days of international T20I Team Rankings. Cricket Scotland (CS).
funding when compared with its men’s for local players to play alongside introduction of a new Parental Support cricket during 2021, compared to 36
equivalent and despite the return of some of the world’s best players, which Policy in 2021, which included a number of for England and 18 for a comparable Though Scotland has no centrally Off-field, the July 2022 report into
international cricket to Pakistan the has the potential to fast-track their progressive benefits for contracted players. country such as Ireland. Whilst no contracted players at international racism which detailed examples of
women’s national team suffers from development. domestic competition of note exists level, individuals who represent institutional racism in Scottish cricket
a lack of competitive fixtures against below the national side, the most the national side do have access to has led to significant shifts to personnel
their counterparts. This is reflected in Players in Pakistan are not formally talented players are able to compete in some benefits on a par with their at CS and renewed efforts to ensure
the team’s ICC ranking, which remains represented by a players’ association English domestic competitions including international counterparts. Those cricket is an inclusive sport for all.
in the lower half of the world top 10 and accordingly players are not The Hundred providing a regional include a loss of earnings model for
in both the ODI and T20I formats. afforded many of the benefits and
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/ OVERALL FINANCIAL PLAYER STATUS MANAGEMENT MINDSET/ OVERALL FINANCIAL
ATTITUDES INVESTMENT ATTITUDES INVESTMENT
PLAYER REPRESENTATION PLAYER REPRESENTATION
GAME STRUCTURES PLAYER SALARY/PAY GAME STRUCTURES PLAYER SALARY/PAY
PLAYER DEVELOPMENT/ PLAYER DEVELOPMENT/
WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY WELFARE SUPPORT STAFF/COACHING/FACILITIES PRIZE MONEY
EMPLOYMENT TERMS MARKETING AND EMPLOYMENT TERMS MARKETING AND
AND CONDITIONS PROMOTION AND CONDITIONS PROMOTION
KEY KEY
Established Professional
Fledgling Professional
Unknown / N/A Established Professional
Fledgling Professional
Unknown / N/A
Progressive Professional
Amateur
Progressive Professional
Amateur
40 THE FICA 2022 WOMEN’S EMPLOYMENT REPORT 41You can also read
