Today we will talk about the difference between pay scale of men and women cricketers. This is the 21st century and even today the pay gap continues and despite all the improvements and modernization, women are still behind when it comes to remuneration. As indicated by the most recent World Economic Forum’s (WEF) Global Gender Gap Report 2018, India positioned 108th out of 149 nations on the gender gap list. In a nation like India, the purposes behind gender pay difference are some what more confounded and can be connected to reasons going from the financial to the primary. The gender pay gap comes from the distinction in the quantity of men versus ladies who work. It likewise emerges from contrasts in work residencies and the requirement for holidays. The most recent example of gender pay gap is the difference in salaries of men’s and women’s cricket teams as per the contracts released by BCCI for women’s teams for the tenure of 2020-21.
Men cricketers and Women cricketers and gender gap:-
India is a cricket insane country and for certain individuals, cricket is like a religion. It is likewise evident that the cricket leading body of India which is the BCCI is the richest cricket board in the world and the earnings of Indian cricketers is also very good. However this doesn’t hold true for Indian women cricketers as there is a tremendous contrast in the pay rates of men cricketers and women cricketers. What can diminish the remuneration gap between the two groups is an increase in the number of games played by the women’s team, if not equivalent to the men. For that, the BCCI, or any cricket board themselves need to venture forward. Same compensation is conceivable just when the business value is equivalent also.
The BCCI on Wednesday declared the yearly contracts for the women’s team for 2020-21. The agreements would cover the period from October 2020 to September 2021. The agreements for the group have been partitioned into three classes with the cricketers in Grade A procuring Rs 50 lakh, Rs 30 lakh for Grade B and the Grade C players will be paid a sum of Rs 10 lakh.
The names of women cricketers in different groups are-:
Category A –
Rs 50 Lakh – T20 International (T20I) captain Harmanpreet Kaur, Poonam Yadav Smriti Mandhana.
Category B –
Rs. 30 Lakh – Mithali Raj, Jhulan Goswami alongside Deepti Sharma, Punam Raut,Shafali Verma, Radha Yadav, Shikha Pandey, Taniya Bhatia, Jemimah Rodrigues and Rajeshwari Gayakwad.
Category C –
Rs. 10 Lakh – Pooja Vastrakar, Harleen Deol, Priya Punia, Richa Ghosh,Mansi Joshi, Arundhati Reddy.
A month ago, BCCI had also declared the agreements for the men’s group. For them, there are four classifications Grade A+ of Rs 7 crore, Grade An of Rs 5 crore, Grade B of Rs 3 crore and Grade C of Rs 1 crore. The difference between the salaries is huge as you can see.
The names of men cricketers put in different groups are-:
Grade A+ –
Virat Kohli, Rohit Sharma and Jasprit Bumrah.
Grade A –
Ishant Sharma, Rishabh Pant, Hardik Pandya, R Ashwin, Ravindra Jadeja, Cheteshwar Pujara, Ajinkya Rahane, Shikhar Dhawan, K.L. Rahul, Mohammed Shami.
Grade B –
Shardul Thakur, Mayank Agarwal, Wriddhiman Saha, Umesh Yadav, Bhuvneshwar Kumar.
Grade C –
Washington Sundar, Yuzvendra Chahal, Mohammad Siraj, Kuldeep Yadav, Navdeep Saini, Deepak Chahar, Shubman Gill, Hanuma Vihari, Axar Patel, Shreyas Iyer.
After the contracts were released BCCI had to face huge criticism on Twitter and other social platforms. People were very annoyed with such treatment dispensed to Indian ladies cricketers and they proceeded to hammer the BCCI for being one-sided as it is the board which is answerable for guaranteeing that ladies cricket is promoted more and ladies cricketers play more matches however BCCI is spending less assets on the improvement of ladies’ cricket.
Possible reasons for pay difference between men and women cricketers:-
BCCI earns most of its income through men’s cricket, which is very clear since the men’s teams play a greater number of matches than the women’s team. Additionally, the crowd proportion is a lot higher on account of a men’s game, which shapes a major piece of the board’s pay. Win rate draws crowd as well as income. Till January a year ago, this was what the T20 insights of both the groups looked like. Indian men’s team in the period of 2006-2020 played a total of 129 matches with 80 wins and 44 losses while the women’s team in the period of 2006-2019 played 113 games with 61 wins and 50 losses. The win percentage of the men’s group is 62%, while for the ladies it is 54%. In addition, the quantity of games that ladies play across all formats is a lot lesser.
Not only BCCI, every cricket board has set up different pay scale:-
This isn’t the situation with simply the BCCI. No cricket board all throughout the world has a similar paycheck for both men and women. Despite the fact that the cricketers’ relationship in Australia attempted and expanded the ladies’ pay rates, there is as yet a telling hole in the middle. The win percentage of the men’s group is 62%, while for the ladies it is 54%. In addition, the quantity of games that ladies play across all formats is a lot lesser. This isn’t the situation with simply the BCCI. No cricket board all throughout the world has a similar paycheck for both men and women. Cricket, over the time, has gotten increasingly commercial. With the increase in the number of games, players are now under more pressure to perform well in each game. Sponsors additionally will put their resources into teams that have better odds of winning.
Fans are the reason behind this:-
The glaring number of less ladies’ cricketing activity uncovers BCCI in no disposition to expand the fixtures of ladies’ cricket since ladies’ cricket isn’t monetarily appealing — the TV evaluations are lower, the participation at the grounds is more modest, sponsorship incomes are low when contrasted with men’s cricket. In spite of this, a tad of preparation could resolve the issue. Most ladies’ games occur all the while when men’s cricket activity unfurls, which lessens its viewership. Giving ladies’ cricket adequate broadcast appointments and advancing it and building up it could ultimately address this issue and thus the compensation gap could be decreased in the end.