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CUL,ur= full-time professionals. Again, this appears to be a bold move in support of the women’s game. But while the restructure favoured some clubs, it had a severe downside for others. Doncaster Belles, possibly the best-known women’s club in England, could not afford the FA’s licence requirements and will now play their football in the third tier. On closer inspection, it becomes clear that the FA is prioritising club finances over established structures when it comes to league status. Again, this not only raises issues of inequality in terms of investment in the game, but also questions of football early to survive, or to start a family. Maternity and childcare were pressing concerns. The study found that only 8 per cent of players received paid maternity leave and 61 per cent did not get any childcare support – another factor for leaving the industry early. The statistics also show general uncertainty regarding job security, with the average contract length only 12 months – and 47 per cent of those surveyed had no employment contract at all. This year, the Telegraph revealed 88 per cent of players in the Women’s Super League will earn under £18,000 per year and more Developments in women’s football have been both rapid and radical than half of the new competition’s players are considering quitting for financial reasons. The US women’s national team (USWNT), the most successful international team of all time and currently ranked number 1 by FIFA, provides a recent and striking sustainability and elitism – taking a step towards mirroring the morally devoid men’s professional game, as some would say. In 2017, FIFPro (the international players’ union) published a report on working conditions of 3,500 women footballers across the world. The data was extensive and covered issues such as salary, prize money, childcare and discrimination. The survey highlighted labour discrimination experienced by professional women footballers and how far we are from gender parity. The report was striking. Fifty per cent of players surveyed received no salary, while two-thirds of those who did received less than £500 per month. Due to low financial rewards, 30 per cent of players supplemented their football career with another job and 90 per cent reported that they may have to quit example of the hard-fought battle for gender equality in football. The US governing body, US Soccer, employs both the men and women’s team members, but on different structures that result in women receiving significantly less in terms of bonuses, per diems, sponsorship and appearance fees. In 2016, USWNT members filed a complaint of ‘equal pay for equal work’, on the basis that they were much more successful than their male counterparts. The agreement they reached with US Soccer still sees them being paid less, despite bringing in over $20 million in annual revenues – a clear example of discrimination in the labour market. Their action prompted women players in Ireland, Australia, Nigeria, Denmark and Scotland to collectively bargain for greater pay. In 2017, the Norwegian FA announced it would pay its men’s and women’s teams the same, in part to prevent women players from retiring early. Due to financial insecurity, players regularly move clubs. The contracts in the FA Women’s Super League are short, ranging from one to three years, and levels of professionalism vary considerably between clubs. Although it would be easy to compare the contract length of elite men footballers with elite women footballers, to do that would overlook the fact that male players are more economically secure from a young age. Work dilemmas The players I interviewed faced dilemmas at work: limited economic remuneration, delimited career prospects and their professionalism constantly at stake. They fear losing their professional status and regard themselves as fortunate to be playing – accepting unsatisfactory work conditions as a result. Pressure to succeed is immense, as success is often a determining factor for financial and fan support at historically men’s clubs. As one senior international explained, achieving a bronze World Cup medal is a minimal expectation for recognition in the women’s game. The new realities faced by professional women footballers are complex and contradictory. Conditions and expectations do continue to improve, but do not appear balanced from a player’s perspective. Increased opportunities for women to play professionally do not address gendered culture, power imbalances or lack of resources. As the game continues to grow, there must be a shift from bolton policies and expectations from the men’s game to an emphasis on understanding women footballers as a separate entity if we are to provide the financial, social and emotional support they need. Alex Culvin is a former professional footballer in the Women’s Super League, now a PhD student 72 RED PEPPER Autumn 2018

CUL,ur=

full-time professionals. Again, this appears to be a bold move in support of the women’s game. But while the restructure favoured some clubs, it had a severe downside for others. Doncaster Belles, possibly the best-known women’s club in England, could not afford the FA’s licence requirements and will now play their football in the third tier. On closer inspection, it becomes clear that the FA is prioritising club finances over established structures when it comes to league status. Again, this not only raises issues of inequality in terms of investment in the game, but also questions of football early to survive, or to start a family. Maternity and childcare were pressing concerns. The study found that only 8 per cent of players received paid maternity leave and 61 per cent did not get any childcare support – another factor for leaving the industry early. The statistics also show general uncertainty regarding job security, with the average contract length only 12 months – and 47 per cent of those surveyed had no employment contract at all. This year, the Telegraph revealed 88 per cent of players in the Women’s Super League will earn under £18,000 per year and more

Developments in women’s football have been both rapid and radical than half of the new competition’s players are considering quitting for financial reasons.

The US women’s national team (USWNT), the most successful international team of all time and currently ranked number 1 by FIFA, provides a recent and striking sustainability and elitism – taking a step towards mirroring the morally devoid men’s professional game, as some would say.

In 2017, FIFPro (the international players’ union) published a report on working conditions of 3,500 women footballers across the world. The data was extensive and covered issues such as salary, prize money, childcare and discrimination. The survey highlighted labour discrimination experienced by professional women footballers and how far we are from gender parity. The report was striking. Fifty per cent of players surveyed received no salary, while two-thirds of those who did received less than £500 per month. Due to low financial rewards, 30 per cent of players supplemented their football career with another job and 90 per cent reported that they may have to quit example of the hard-fought battle for gender equality in football. The US governing body, US Soccer, employs both the men and women’s team members, but on different structures that result in women receiving significantly less in terms of bonuses, per diems, sponsorship and appearance fees.

In 2016, USWNT members filed a complaint of ‘equal pay for equal work’, on the basis that they were much more successful than their male counterparts. The agreement they reached with US Soccer still sees them being paid less, despite bringing in over $20 million in annual revenues – a clear example of discrimination in the labour market. Their action prompted women players in Ireland, Australia, Nigeria, Denmark and Scotland to collectively bargain for greater pay. In 2017, the Norwegian FA announced it would pay its men’s and women’s teams the same, in part to prevent women players from retiring early.

Due to financial insecurity, players regularly move clubs. The contracts in the FA Women’s Super League are short, ranging from one to three years, and levels of professionalism vary considerably between clubs. Although it would be easy to compare the contract length of elite men footballers with elite women footballers, to do that would overlook the fact that male players are more economically secure from a young age. Work dilemmas The players I interviewed faced dilemmas at work: limited economic remuneration, delimited career prospects and their professionalism constantly at stake. They fear losing their professional status and regard themselves as fortunate to be playing – accepting unsatisfactory work conditions as a result. Pressure to succeed is immense, as success is often a determining factor for financial and fan support at historically men’s clubs. As one senior international explained, achieving a bronze World Cup medal is a minimal expectation for recognition in the women’s game.

The new realities faced by professional women footballers are complex and contradictory. Conditions and expectations do continue to improve, but do not appear balanced from a player’s perspective. Increased opportunities for women to play professionally do not address gendered culture, power imbalances or lack of resources. As the game continues to grow, there must be a shift from bolton policies and expectations from the men’s game to an emphasis on understanding women footballers as a separate entity if we are to provide the financial, social and emotional support they need.

Alex Culvin is a former professional footballer in the Women’s Super League, now a PhD student

72 RED PEPPER Autumn 2018

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