Pathway to Pay Equality Elite Women Athletes It is very heartening to see CEOs across major sports come together to achieve gender equality and pay equality in sport. The idea of activating Contents the entire sports eco-system to hasten change is an approach that could be considered and replicated throughout the world. A letter – Billie Jean King, Founder of the Billie Jean King Leadership Initiative to leaders
5 Equality in sport matters
7 From pay equity to sustainable pay equality
Key 8 stages 9 Getting to pay equity 11
The pathway to pay equality Our
About Male Champions of Change progress
AAP PHOTOSAAP The Male Champions of Change is a coalition of CEOs, secretaries of government departments, non-executive directors and community leaders. The Male Champions of Change believe gender equality is one of the nation’s most significant societal and economic issues. Established in 2010, by then 17 Australian Sex Discrimination Commissioner Elizabeth Broderick, our mission is to step up beside women to help achieve a significant and sustainable increase in the representation of women in leadership. www.malechampionsofchange.com For more information 29
2 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 3 MALE CHAMPIONS OF CHANGE SPORT 2018 A letter to leaders
Meet the Champions of Change
Dear Colleagues
The Male Champions of Change Sport (MCC) have prioritised closing the gender pay gap in sport.
Mark Anderson Elizabeth Raelene Castle Brian Cook Matt Finnis Marne Fechner Broderick Special Advisor Special Advisor We know that the gender pay gap between elite-level athletes across a number of sports still CEO CEO CEO MCC Founder and CEO CEO exceeds many other sectors. Collingwood Convenor MCC Sport Geelong Football Club St Kilda Football Club Football Club Rugby Australia Netball Australia There is a pay equity gap – where men and women competing in the same sport do not receive equal pay for work of equal and comparable value. Where it is in our control to close this gap, we are committed to doing so.
Woman also face what we call a 'pay equality gap' arising from a wider sport ecosystem that values men’s sport more than women’s.
This situation exists amidst an unprecedented focus on ensuring equal access to elite sporting Brendon Gale David Gallop Todd Greenberg Cain Liddle Paul Maley Anthony Moore opportunities for women in Australia. CEO CEO CEO CEO Acting CEO Former CEO Richmond Football Football Federation National Rugby Carlton Football Club Basketball Australia Basketball Australia Club Australia League There is much to learn from MCC Sport members to close the pay gap. Tennis Australia, for example, has offered equal prize money for men and women at the Australian Open for over three decades. In 2017, Cricket Australia led a groundbreaking approach to pay equity including gender-neutral contracts, policies and conditions.
There are local and international examples where well-resourced, and less-well-resourced, sports simply make the call that pay equity matters and then make it happen.
We also believe that sports organisations should be focused on closing the pay equality gap – Kate Palmer Stephen Pitt Kevin Roberts Ian Robson Leigh Russell James Sutherland Special Advisor ensuring women’s sport is valued equally. This requires leadership even in situations when sports CEO CEO CEO CEO Former CEO CEO do not directly control an athlete’s pay. There are also many other stakeholders in the sports Golf Australia Cricket Australia Rowing Australia Swimming Australila Cricket Australia Sport Australia ecosystem who have key roles to play.
This paper starts by setting out the reason why addressing the gender pay gap in elite sport is important. It explains the reasons for a quick move to pay equity and a framework to achieve it. The paper then provides a detailed pathway to pay equality, which involves input from all participants in the sports ecosystem.
The pathway is one we support, are working towards, and advocating for within our spheres of influence. On pages 30 and 31, we provide a self-assessment of our progress on each stage in Giles Thompson Craig Tiley the pathway. CEO CEO Racing Victoria Tennis Australia We look forward to engaging all members of the wider sporting community to accelerate change.
Male Champions of Change Sport
Male Champions of Change (MCC) Sport members represent diverse This paper has been developed with support from EY experience, have a deep personal commitment to gender equality and and complements the MCC Closing the Gender Pay have extensive reach in Australian sport in both their organisations and Gap report focused on corporate and administrative roles. MCC Sport has separately conducted a review of pay the community. They also represent the key sports in Australia in terms equity in sports management and administration roles, of economic contribution. guided by this report. For more information, visit www.malechampionsofchange.com/sport
4 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 5 Closing the gender pay gap in sport requires Equality in sport matters a series of mindset shifts, which together will make a profound difference. First and foremost, it starts with a genuine commitment to gender Sport is integral to Millions of Australians enjoy playing This is because elite women athletes equality across the entire sports ecosystem. Australia’s national and watching sport. Sport crosses are rarely developed, promoted, identity and pride, to divides built by geography, by social supported and paid the same as – Elizabeth Broderick AO, MCC Founder and Convenor of MCC Sport our social cohesion, and economic circumstances, and their male peers. our collective health by time. and wellbeing, and Equal pay – the manifestation of a our economy. Sport delivers these benefits because genuine commitment to equality – still we, as a nation, enjoy watching remains out of reach for elite women From grass roots to individuals who excel, and we enjoy athletes across many sports. elite level, sport has watching them compete. always had enormous In some sports, this situation arises capacity to influence We become familiar with athletes due to long-term and lower investment Australian culture and and teams through getting to know in women's sports than men's sports. help shape our social their stories. It can feel like they are Sport is such a unifying force in Australia. We norms and standards part of our families. They create In others, women are only just getting of behavior. connection and conversation in our access to elite level opportunities in can and should be leading the way globally in communities. They inspire us to try a their chosen sport. championing gender equality through every new sport or try harder at our chosen sport. Hundreds of thousands of One thing is for certain: maintaining aspect of sport - access, participation, investment, young Australians seek to emulate the and developing all the benefits that qualities and career trajectory of the sport delivers to our country demands recognition and pay for our elite women athletes. sports people they admire. a fresh and specific focus on women. – Kate Jenkins, Sex Discrimination Commissioner, Australian Human Rights Commission However, the reality is that the We want to help build a system inspiration and motivation that elite where women can engage equally. sport delivers across Australia has We also want women and girls to be predominantly been through male able to pursue their sporting dreams, role models. knowing there are viable, valued and well-paid careers for those who have the aspiration, commitment and talent to become elite Australian athletes.
Our goal is to create the operating environments, systems and cultures Equal investment in female participation in sport, which will make equality, pay equity and sustainable pay equality development pathways and payment for elite women the norm rather than the exception, athletes will deliver exponential benefits to our across all elite sport. economy, society and our collective wellbeing. – Kate Palmer, CEO Sport Australia AAP PHOTOSAAP PHOTOSAAP
6 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 7 From pay equity to Key stages sustainable pay equality The pathway to pay equality involves many dimensions, and sports may find that achieving pay equality takes several years. However, success within any single part of the ecosystem makes success in the other parts more likely. The principle of For elite professional sport, we Achieving sustainable pay equality equal pay for equal are striving for equal pay for work of where women's sport is valued The evolution will involve three recognisable stages, where a sport takes today’s participant and turns them work requires men equal and comparable value. equally to men's requires buy-in into tomorrow’s bankable star. Each stage will require its own strategy to maintain momentum. and women to and a significant shift in mindset receive comparable At a minimum, we want to ensure across the entire sports ecosystem. remuneration elite female athletes have access to This includes sports organisations, opportunities and a fair and reasonable base pay and governments, news media, fans, outcomes for doing equal terms and conditions to their broadcasters, corporate supporters, the same work. male counterparts. athletes, players' associations and international sports bodies. Achieving pay equity However, we know that women's Pre-professional A fair & reasonable wage Standalone pay in sport also requires sport historically and currently – equal investment has been undervalued, resulting in women's sport in underinvestment in favour of Strategic Developing and retaining Defining the sport as a viable Generating sufficient commercial participation, men's sport. focus a critical mass of elite career pathway for professional revenue to self fund female development and female players. athletes. athletes at a competitive level. coverage so that men and women's sport is valued equally. Practical Attract girls and women to play Seek to provide a fair and Negotiate broadcasting rights goals the sport in large numbers. reasonable wage enabling enough and sponsorships to fund Reduce barriers to entry as female athletes to transition to standalone pay. much as possible. full professionalism.
Actions • • • • Providing both sexes with • Finalising a formal structure of • Developing events where EQUALITY IN SPORT PAY EQUITY PAY EQUALITY the same basic facilities and competitions to include an elite elite teams are preceded by resources. competition that is the main focus development teams to showcase • • Developing formats and leagues of publicity. Minimise the costs of new talent. Equality in access, Men and women competing in Men and women's sport are attending this competition initially. • that reflect different desires for • Negotiating basic units of pay participation, facilities, the same sport receive equal equally valued providing men • competition and accessibility. • Identifying marquee players to and premiums arising from development pathways and pay for work of equal and and women access to the same • • Ensuring that female athletes act as the face of the sport and revenue/success. Align those investment in sport for women comparable value. overall remuneration package. understand the pathways communicate the level of units with men’s sports wherever and men, boys and girls. to access more competitive training required. practicable. At a minimum, men and women Achieving pay equality requires • • leagues and competitions. • Providing marquee players (and • Instituting rules for calculating and have access to equal, fair and action across the entire sports • • Identifying opportunities other public champions) with publishing pay equity indicators. reasonable base pay, terms and ecosystem. to support female athletes media training to make the case conditions including the support via development programs for pay equity. that professional athletes receive • (sponsored by Government, • Identifying a corporate or such as travel and accommodation, Corporate, Community). government sponsor specifically clothing and equipment, health • • Collaborating with employers to help fund fair and reasonable insurance and injury compensation. on flexible work arrangements wage payments to the athletes. • to enable women to train and • Engaging with media to develop Achieving pay equity requires action compete at the elite professional formats that attract fans and can by sports organisations. level while maintaining an be broadcast at minimal cost (e.g. income stream. double-headers).
Key Sports, Government, Corporate, Sports, Government, Corporate, Sports, Government, Media, Players Families, Schools, Community Players, Associations Corporates, Broadcasters, Sporting Clubs Fans, Players’ Associations, International Bodies
8 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 9 CASE STUDY Equal prize money, equal exposure, equal opportunity
We’ve demonstrated through equal prize money and exposure that women’s tennis can more than hold its own and has massive appeal. This gender-balanced and inclusive approach has resulted in overwhelmingly positive outcomes for Tennis Australia. – Craig Tiley, CEO Tennis Australia 1
TENNIS Tennis Australia uses its role as host of popular global sporting events, including the Australian Open, to promote gender equality and women’s economic empowerment. Getting to The Australian Open introduced equal prize • Female tennis stars are actively marketed money for women and men in 1984 driven by its as role models to increase participation and support for gender equality and belief that the retention rates for girls and young women Pay Equity best player of the Grand Slam event – both male • An almost equal number of girls and boys and female – should be rewarded for their ability participate in ANZ Tennis Hot Shots, the to achieve at the highest level of tennis, rather official junior participation program for tennis than sets played or the time spent on court. in Australia, and Super 10s competitions for children aged 10 years and under. Since then, the approach has extended to equal prize money for women at all Australian The women’s final at Australian Open 2019 Money tournaments (since 2005) and all achieved a domestic peak TV audience of 2.103 International Tennis Federation (ITF) Pro Circuit million with an average audience of 1.578 million, and Women’s Tennis Association (WTA) events representing a 10.1 percent increase from 2018. held in Australia. A record 25,482 attended the AO women’s final In 2016, Tennis Australia launched the in 2019, up from 18,695 in 2018. inaugural AO Inspirational Series event at the Australian Open, uniting some of the foremost In 2018 the average dedicated TV audience women in Australia to shine a global spotlight rose by 171% year-on-year internationally, and on gender equality this year (2019) more than 20 million viewers in Japan alone tuned in to watch Naomi Osaka Outcomes and impact win her second Grand Slam title, making it one of the most-watched tennis matches, male or • Equal prize money for men and women at female, ever. major tournaments held in Australia • Women’s matches at the Australian Open Tennis Australia aims to support and inspire other feature on major courts, at peak viewing times sporting codes and corporate organisations and the women’s singles final is played in to take a stance on gender equality. prime time on Saturday night • Equal resources are committed to male and female performance, with significant investment into development pathways for AAP PHOTOSAAP PHOTOSAAP men and women
10 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 11 Key steps in defining pay equity Pay equity in practice
The first step is to • The payments that the sport itself can directly control e.g. (training fees, This is what pay equity looks like for a female athlete and a male athlete in the same sport, playing 1 distinguish between: match payments and prize money) at different competitions with different levels of success: and Payment type Female Male • The determinants of pay that the sport cannot directly control. Training fee (per hour) – at least minimum wage $A x X hours of training Pay equity in sport relates only to those payments that the sport can control. Match payment (per hour) – at least minimum wage $B x X competition hours We need wider community support to ensure sponsorship payments for Terms and Conditions Same individual athletes are comparable for men and women. Until this is achieved, sports and teams can still control how they distribute the dollars and other Prize money Same
revenue they receive. Appearance fees (per occasion /duration) $C x hours
Other promotional work (per occasion/ duration) $D x hours Sponsor bonuses Same The second step is Athletes’ duties should be broken down into components such as training, Multiplier for each of the above (different for marquee Different (but based on objective criteria) to define the different competing, media appearances and community work. athletes vs rookies, level of competition) 2 types of work that athletes perform. Individual ‘work units’ could be a match fee or an hourly rate of pay for training. Sub-total for labour-based payments Objectively determined
Retainer (different for marquee players Each time an athlete undertakes a particular type of work (a ‘work unit’), the Different but based on objective criteria vs rookies, level of competition) athlete would be paid a specific fee for that work.
Total payment Fair, reasonable and defensible The fee could be a lump sum payment, such as a match fee, or it could be an hourly rate. All payments may be differentiated for state, national, international-level players
If rates of pay are set for each type of work unit, then pay can account for Adapted from Cricket Australia model differences in the duration of the competitive season, athletes who suffer long-term or repetitive injuries, and athletes whose media presence is more in demand. This method of achieving pay equity is applicable to Once the work units are defined, they can be applied to calculate the pay for the work that athletes undertake and the value that they deliver. all staff involved in sport, including coaching staff, support staff, secondary teams and marquee players.
Where viable, sports may choose to provide The final step is to Once the work units are defined, they can be applied to calculate the pay for determine the rate the work that athletes undertake and the value that they deliver. women with a higher base rate to account for the 3 of pay for each type fact that there may initially be fewer opportunities of work. The rate of pay for each type of work for men and women should be the same. to compete, or less sponsorship dollars available Sports can apply a gender lens to this process to ensure men's 'work' is not to elite women athletes. being valued more highly than women's or that opportunities for work, such as media appearances), are unfairly skewed to men. We are responding to centuries of under investment in women in sport. And in many cases, affirmative action is clearly warranted.
12 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 13 Arguments against pay equity don’t stack up
Crowd size is not the sole (or even the primary) The history of sports reveals a group of athletes, We can’t pay women the factor that drives athlete pay. Revenue and athlete Our experience is there coaches and administrators who revolutionise same because they draw pay depend mainly on broadcasting and media rights. are limited returns from their sports by rethinking the way it is played, run smaller crowds, generate Given this financial reality, commercial success is a investing in women in sport. and marketed. They work with existing strengths less revenue and are simply self-fulfilling prophecy: investment in women’s sport to overcome acknowledged weaknesses. For not competing as often or reflects a commercial and strategic decision that administrators in particular, financial and social at the same level as men. is likely to drive an increase in revenue and greater sustainability is the key performance indicator. success for women’s teams. Furthermore, investment Ultimately, the only success that counts is success in women will increase the sport’s overall profile. In a on the scoreboard. The challenge is identifying and crowded male sport market, investment in women’s focusing on the right scoreboard. Engaging women sport is likely to benefit the whole sport’s commercial and men in all aspects of women in sport can be outcomes over the longer term. an untapped commercial opportunity across many sporting clubs and codes.
Excellence in sport is measured by more than an There are differences by gender within sports (such Excellence in sport is athlete’s physical characteristics. An athlete’s It is too difficult to isolate as game duration, professional vs. amateur status, measured on strength, capacity to inspire is in large part about whether we like-for-like comparisons and full-time vs. part-time requirements). A number agility, speed and identify with them. The opposite is also true: the less between men's and of these differences are the legacy of prior differential endurance. Only when that fans identify with athletes, the less popular a sport women's sports. investments. However, from a pay perspective, it is women can compete becomes. There is certainly a threshold of excellence, important to acknowledge two realities. First, the alongside men are they where athletes must possess a minimum amount of structures of the sports are the same – within each deserving of equal pay. skill, but their capacity to act as role models – and sport, all the positions are the same and each team ambassadors to their sport – is about these extra needs a coach. Second, the commercial value of characteristics. Where men and women compete sports is comparable to considering entertainment; it separately above this threshold of excellence, fans is not 'time in play'. You don’t choose which movie to understand those competitions as different but equal. watch by looking at its running time.
This argument only applies to sports with The difference in representative teams that compete against other investment reflects the nations. It is fair to say that, speaking historically and greater success of the generally, Australia’s female teams have performed as men’s teams. well – or better – on the world stage than Australia’s male teams. Every leader involved in sport has a role to The usual reply to this observation is to state that the level of competition for men’s teams is higher than the play advancing gender equality, pay equity level of competition in women’s teams. The discussion then is actually about how we define excellence, and sustainable pay equality in the sector. By which can reflect gendered notions of 'merit' in sport – cultural norms that all stakeholders in the sports understanding and measuring these issues, we are ecosystem can play a part in addressing. better able to dismantle the barriers to progress. – Brendon Gale, CEO of Richmond Football Club
14 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 15 CASE STUDY Equal pay, equal terms and conditions
CRICKET Cricket Australia (CA) has the ambition to be the leading sport for women and girls. It has AUSTRALIA professionalised the women’s game in Australia, with a groundbreaking gender pay equity approach recorded in a Memorandum of Understanding that determines how female and male cricketers are remunerated through to 2022.
This model will see representatives of the Australian Women’s Cricket Team receive an average wage of $180,000 in 2017/18, rising to $210,000 by 2021. This is significantly higher than the average remuneration of $79,000 in 2016/17 and is prior to further earnings opportunities from marketing and sponsorship.
This model ensures cricketers remain the highest paid women’s national team in Australia.
The new pay structure also introduces gender-neutral contracts, ensuring all policies and procedures are consistent for male and female cricketers, as well as equal prize money for men's 2 and women’s domestic leagues for the first time.
Description Hourly Retainer Salary cap Match International Fan engagement base rate fees premium premium The Pathway to Description Equal across Varying For domestic Varies across Same multiplier of Based on viewership/ all groups levels, based players only groups average base rate match attendance per on hourly player, and fan awareness Pay Equality rate, paid (as measured by an monthly external association)
International men
International women
State men
State women (part-time)
Big Bash League
Women's Big Bash League (part-time)
Outlined above is Cricket Australia's high-level methodology for paying its six groups of players. Defining a methodology and a 'work unit' will differ between sports. Ultimately, while the pay that players take home may vary, the hourly base rate is kept the same. Sports need to determine the variable components of pay for their athletes and whether differences between them are justified.
We want our women's elite teams to help shape the brand of cricket, drive the growth of the game and continue to deliver international success. On every measure they have done this as athletes and ambassadors. There is no question they deserve pay parity. We are continuing to put in place the AAP PHOTOSAAP systems and support to ensure we can deliver PHOTOSAAP sustainable pay equality. – Kevin Roberts, CEO Cricket Australia
16 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 17 READ MORE ON THE FOLLOWING PAGES
Key actions on the pathway to pay equality Develop a strong Offer genuine Strive for equality Take simultaneous, pipeline of elite- and equitable of investment practical actions level talent high performance to close the Pay equality means that women’s sport is valued equally to men’s, and therefore female athletes have access pathways gender pay gap SPORT to the same remuneration opportunities. Achieving sustainable pay equality requires buy-in across the entire ORGANISATION sports ecosystem from grass roots to elite level. To do this, we are calling for a significant shift in mindset, and a long-term focus on overall gender equality in all aspects of the sport. It starts with a genuine commitment from sporting organisations … Prioritise funding Support the Make pay equity in Increase for measures that development of like-for-like roles investment in … but it needs support from the entire sports ecosystem to become a reality. promote equal gender equal a condition of broadcasting access, inclusion infrastructure funding women's sport GOVERNMENT and grassroots to help build participation audiences facilities
Participation Build the profile Develop community Strive for equal Engage the of women’s sport and fan interest coverage of men’s community in pay generally and and engagement and women's elite equity goals and Develop a strong pipeline marquee athletes in in women and sport timelines NEWS MEDIA of potential elite talent particular girls’ sport
Offer commercial Create demand for Attend and incentives for elite women’s sport watch games and corporates, media competitions and broadcasters FANS to support women’s sport The pathway to Pathways
pay equality Build the profile of Attract corporate Provide broadcast Build gender equal Offer genuine & equitable women’s sports advertising for deals that enable broadcast teams including athletes, women's sport and facilitate pay including hosts and high-performance pathways coaches and improvements commentators BROADCASTERS commentators
Offer flexible work Identify and Expect equality Invest in the and sponsorships pursue commercial in distribution development for elite athletes opportunities to of sponsorship of women’s transitioning disrupt current funding elite sport Investment CORPORATE from amateur sports business to professional models Strive for equal investment What role can Engage and Help build the case Prioritise pay Develop and you play? influence athletes for change on pay equity and support innovative on pay equity and equity and pay necessary trade- and entrepreneurial pay equality goals equality offs in Enterprise models for pay, PLAYERS' Bargaining particularly when ASSOCIATIONS Agreement elite women's negotiations competitions are in 'start-up' mode
Practical actions Schedule national Champion pay Ensure equal terms competitions so equity and pay and conditions Take simultaneous, practical that elite athletes equality goals for participants can play in other globally in men's and INTERNATIONAL countries in women's elite-level action, to close the pay gap BODIES the off-season, international sport building capability and supporting the transition off-season to professional
SEE PAGE 30-31 FOR OUR PROGRESS ON THE PATHWAY TO PAY EQUALITY
18 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 19 Develop a strong pipeline CASE STUDY of potential elite talent Developing the elite women athletes of the future
Sports need players, participants and spectators. Commercially viable sports require a critical mass of ST KILDA In 2018, the St Kilda Football Club fielded a women’s team for the first time in the club’s 145- players who can cross the threshold of excellence and become elite athletes, and fans who love to watch them year history. The Southern Saints are part of a revamped Victorian Football League women’s compete. Setting up the infrastructure that will deliver and sustain a critical mass is essential. These steps are competition, as the club prepares for entry into the AFL Women’s (AFLW) competition in 2020. directed towards developing and maintaining an elite level talent pipeline with an important secondary benefit: building a generation of participants and fans with their own positive experiences and idols to follow. Pioneering coach Peta Searle was appointed In April, the club secured $13 million in State head of St Kilda’s Female Development Program, Government funding to ensure its Moorabbin as well as the inaugural senior coach. headquarters has dedicated women’s facilities and is ready to host AFLW matches in 2020. Ensure equal Build high levels of Provide inclusive Close to one in four girls and women playing football in Australia currently do so in bayside Women’s-specific changing rooms and access to the sport participation environments Melbourne, making it a rich centre for future administration spaces that are commensurate AFLW talent. with those for the men’s team will help to ensure Women and girls need to have Once there is equal access to a Fundamentally, sport helps to the Saints AFLW players have the best chance equal access to competitive sport, the focus shifts to making provide positive, fun experiences While the region has seen incredible growth in to make their mark, and also provide first-class sport experiences. Access sure women and girls stay involved that encourage happier, healthier player numbers, boasting 140 junior girl’s teams facilities for girls involved in community football to a sport is the first step in long enough to fall in love with it. communities. and 40 senior women’s teams, the vast majority leagues and the talent pathway program run-out identifying and building a strong are still coached by men. of Moorabbin. pipeline of future elite-level talent. This includes acknowledging To realise these benefits for all, Improvements in access to the that while some players will sports must create environment Peta has been instrumental in the The final piece of the puzzle will be a 1000- sport benefit all future players and look for elite-level competitive that are welcoming, respectful appointment of three female assistant coaches seat grandstand that will ensure RSEA Park is a improve all participation rates – for experiences, others are just keen and inclusive. Too often, girls and at St Kilda – part of a major push to grow the broadcast quality venue and top-level football girls and boys. looking to participate. Especially women leave a sport because skills and the number of female coaches in returns to the iconic ground. for developing sports, active they do not feel comfortable the region and create clear pathways to high- Consideration is given to: participants are often the most in that sport’s environments performance roles. The Saints men’s and women’s teams both ardent fans. But preferences or because they feel their played in Pride games this year, as the club • • How participants of different change over time, and sports talents and potential are not as Training at both St Kilda’s Moorabbin and continued its commitment to promoting ages experience competition need to consider how participants valued or nurtured as their male Seaford’s headquarters, the Southern Saints inclusion for the LGTBI community. The long- (at what point does winning of different ages experience counterparts. inked a landmark five-year commercial partnership term involvement in Pride has helped create become important?) competition, and understand the with Australian Paper (Reflex) this year. a welcoming and safe environment for all • • The costs of playing (match points at which winning becomes A specific focus is required so that members of the club’s community. fees, equipment) important. women and girls remain actively • • The locations where matches engaged and equitably supported take place (are they safe and New formats may be appropriate as they participate in all levels of easily accessible?) to foster individual and team sport. This involves looking at: • • The availability of coaching and capability, and maintain a person’s • instruction (does this have to connection with the sport, in ways • The social infrastructure – be via traditional means?) that emphasise participation policies, cultures, respect for rather than competition. For women in all positions within Innovative approaches may example, this may mean allowing the sport. • also be necessary to reshape – and encouraging – boys and • The physical infrastructure – There are currently more women and girls playing traditional sports formats to girls to play against each other availability of safe, appropriate ensure that sports remain during their primary school years equipment, changing rooms. • Aussie Rules in the southern corridor of Melbourne attractive and accessible to (at least). • The knowledge infrastructure – resource-poor, time-poor and awareness of pathways than across the entire country. While at this stage we potentially risk-averse participants to promote athletes with (and their parents). potential, profile and don't determine base pay for our AFLW players, we accessibility of role models, availability of women coaches. are investing in the facilities and pathways to develop
AAP PHOTOSAAP the next generation of elite women footballers. – Matt Finnis, CEO St Kilda Football Club
20 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 21 CASE STUDY Offer genuine and equitable high-performance pathways Building pathways to elite-level success and pay
Within the critical mass of participants, some athletes – and some coaches – will stand out as having the potential FOOTBALL Football Federation Australia (FFA) and the Professional Football Association (PFA) delivered to succeed at the highest level. Sports must ensure that the next steps in athletes’ and coaches’ individual FEDERATION a significant pay increase and improved employment conditions for Westfield W-League journeys are clearly visible and attainable. This involves actions in both communication and resourcing. AUSTRALIA players following a landmark collective bargaining agreement in 2017. All players, other than those on scholarships, were guaranteed a minimum retainer of at least $10,000 for the Offer clear high- Elevate role Support the 2017/18 season and $12,200 for the 2018/19 season, with no prescribed maximum cap on any one player’s retainer. performance models women transition from pathways can aspire to amateur to The inaugural Westfield W-League collective The program fills a significant daily training professional bargaining agreement is now entering its second gap for young women athletes that otherwise Sports need to clearly set out how High-profile role models can year and will see an increase in the salary cap occurs over autumn and winter in Australia, when to gain entry to elite competition. demonstrate a viable career The passage from amateur to to $350,000 (up 16.5%), lifting of the salary cap players do not link up with overseas clubs. Without a clear pathway, athletes trajectory which others can aspire elite-level sports professional floor to $221,167 (up 22.8%) and the minimum may simply not know what to and seek to emulate. If girls requires careful stewardship. retainer to $12,287 (up 22.8%). The highest- The popularity of the Matildas continues to grow. opportunities exist to be noticed and women cannot see that a fair Unless they have independent paid female players are expected to earn more International 'friendlies' hosted in Australia have or to develop their capabilities. and reasonable wage (at least) is means (or, in the case of some than $130,000 a year through the Westfield attracted sell-out crowds as the team builds possible in pursuing sport at the scholarships, are already W-League, leagues overseas and the Matildas. towards significant international tournaments Sports should clearly communicate elite level, many players will be successful), athletes require a including the 2019 FIFA Women’s World Cup in what opportunities exist to: forced to choose different careers. fair and reasonable wage before At the same time, FFA, corporate, government France; the 2020 Olympic games in Tokyo; and they can dedicate themselves and media partners are collaborating to offer the 2022 AFC Women’s Asian Cup. • • Assess their performance Therefore, when building the profile to a sport. Without a fair and clear pathways to elite-level opportunities and against common talent of elite athletes and coaches, reasonable wage, athletes must exposure to build the success and long-term With the support of the Federal Government, identification measures sports should ensure that media support themselves through commercial viability of the women’s game. FFA has announced its intention to bid for the • • Talk to – and perhaps train discussion regularly covers: other means – and the effort to FIFA Women’s World Cup 2023, is the largest alongside – elite athletes and do this frequently diminishes their Development pathways starts with the ALDI female sporting event in the world. Hosting • their coaches • The training and commitments athletic development. Mini-Roos, leading into local, state and national this prestigious competition will help FFA • • Try out for representative required to succeed single and mixed-gender development achieve its goal of being the sport of choice • teams or feeder teams • The opportunities available to For a whole competition to programs, and also the new The Future Matildas for women and girls both on and off the field. It • • Train and compete using the players during and after their develop, sports need to provide program – established in 2018. will accelerate the growth of participation, drive same facilities as elite athletes. playing career a fair and reasonable wage to commercial value of the women’s game and • • The financial considerations a sufficient cohort of female The Future Matildas aims to uncover and build the foundations to further develop women involved in the athlete’s career, athletes. The cohort can then, as refine the skills of Australia’s most talented in leadership roles. including the transition from a whole, develop their talent and 15 to 20-year-old female footballers, boosting amateur to professional. evolve to professionalism. exposure to elite level training and matches with In 2018, for the first time ever, fans were able other high-level players. Participants also have to watch every match – 57 in total – of the Vigilance is required so that the One way of assisting sports to access to specialised coaching and support Westfield W-League 2018/19 Season which promotion of female athletes achieve this goal is for employers from a range of expert staff covering strength was broadcast or streamed live on FOX SPORTS, and women’s sport is squarely to provide flexible employment and conditioning, nutrition, well-being and SBS VICELAND and the My Football Live app. focused on sporting capability, arrangements that support career support. character and feats rather than the athletes when they need to, or sexualisation of women’s sport. choose to, pursue simultaneous careers in and outside the Around 400,000 women and girls play Football elite sporting arena. This is a worthy model, which a large across the country. We are working to ensure there number of Australian businesses successfully applied – under are clear development pathways, support systems, the National Athlete Career and Education (ACE) program – in the exposure and pay for those with the potential to lead-up to the Sydney Olympics.
GETTY IMAGES GETTY fulfil their dreams representing Australia at an elite international level. – David Gallop, CEO Football Federation Australia
22 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 23 CASE STUDY Strive for equality of investment Shifting mindsets for equal opportunities
Sports require money to encourage participation, build fans and develop their talent towards competitive RACING Horse racing differs to most sports in that women and men compete alongside each other success. Growing the resources of sport to support elite women athletes requires engagement with media, VICTORIA for the same prize money. government and sponsors. This applies to jockey athletes and to horse The 'Ride to Time' program gives pony club trainers. The challenge is ensuring equal access riders, 85% of whom are girls, the opportunity Invest in building Seek gender equal Provide equal for women participants to compete. There are to learn to ride horses at a specific tempo – an some myths that prevent equal opportunities for essential skill for jockeys and track riders in the community, partnerships conditions, rewards women, such as that male jockeys are stronger racing industry. audiences and fan and recognition and therefore more capable riders than women. engagement With many major sponsors already Progress focusing on gender equality within Elite female athletes should have In response, Racing Victoria is investing to • In the 2006–07 racing season, there were Investments must be made their organisations, there is a access to the same conditions develop and showcase female role models and 50 women jockeys licensed in Victoria, in developing the profile of a significant opportunity to extend as their male counterparts. For celebrating those male trainers who champion representing only 16% of all jockeys. women’s competition, building this drive to the way they fund and example, there should be no women in the sport. • Today, 25% of all Victorian licensed jockeys fan engagement and obtaining sponsor sport. unjustifiable differences in are women and this rate is increasing each a broadcast deal. Broadcast class of travel, accommodation, Industry working parties are looking at new ways racing season. deals are the lifeblood of elite The days of solely investing in support development resources, to encourage women to remain and thrive in the • 19 of the 38 (50%) of current apprentice sports, and integral to athletes men’s elite sport appear to be over or allowances. industry. This involves providing more inclusive jockeys in Victoria are women. accessing both a basic wage as codes increasingly recognise environments, investing in physical infrastructure • More than 14% of all winners were ridden by and premium payments. the growth opportunities on offer Systems and policies should be such as female jockey room upgrades, and women jockeys – an increase of 16% from the from women’s sport and its fans. progressively geared to show challenging traditional structures and practices previous year. Women’s programs may require that male and female athletes that may have previously acted as barriers to • Eight of our female jockeys have ridden differentiated investments and In particular, corporate will be recognised and rewarded female jockey advancement. winners in Group One races in Australia, dedicated resources to develop partnerships and sponsorships equally when they are training, including Michelle Payne’s win in the 2015 their infrastructure, talent can be structured to support a participating and winning at the Racing Victoria has also partnered with the Pony Melbourne Cup. programs and profile sufficiently to sport’s overall development, profile pinnacle of their sport. Club Association of Victoria to develop more • There are also currently 210 female trainers in deliver commercial revenue (and and sustainability, rather than a pathways into elite level racing for females. the Victorian racing industry. to respond to historical under- specific gender within a sport. Players’ associations and other investments in women’s sport). representative bodies can Governing bodies and media contribute to the achievement outlets (including those owned by of these aims. sports bodies) have a role to play in developing the profile of, and interest in, women’s sport. The impact of Michelle Payne’s win on Prince of Penzance in the 2015 Melbourne Cup has been inspirational and immeasurable. We are fortunate Innovative and entrepreneurial approaches to that we have pay equity for our female jockeys and women's pay need to be considered, especially as trainers. In that way we are ahead of some other elite competitions seek to leverage the popularity sporting codes – our challenge is to afford them of their women superstars to attract more players, the same opportunities as their male counterparts. fans and sponsors to the sport. – Mark Anderson, CEO Collingwood Football Club Smashing myths and changing mindsets about who make better jockeys and trainers will go a long way AAP PHOTOSAAP to achieving equality in our industry. – Giles Thompson, CEO Racing Victoria.
24 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 25 Take simultaneous, practical CASE STUDY actions to close the pay gap A gender equal golf tournament
Having built elite women’s participation in sport and developed viable commercial relationships to close the pay gap, the final step is to institute a sports-wide culture that rewards this effort. Golf Australia The ISPS Handa Vic Open offers a model for a truly gender equal, elite level golf tournament that is leading the way globally. Played in Barwon Heads at 13th Beach Golf Links, the Open capitalises on the opportunities arising from having both sexes play under the Communicate the Define and measure Set clear timelines same competitive umbrella. case for closing the gender pay gap and processes to It’s the only golf event of its kind in the world Crowds for the event have been growing the pay gap achieve pay equity where men and women play the same course, each year, media coverage recognises the The rules for players’ salaries on the same week for an identical share of the gender equal approach, corporate support A sophisticated public campaign (whether minimum salaries or salary Phasing in identified changes total prize pool. has increased, and the industry can see how for gender pay equity and overall caps) inevitably have loopholes, over several years – and including the tournament is effective in raising golf’s equality needs to be put in place. and this applies to determining pay tracking and monitoring of Prize money for the tournament has grown broader appeal. equity and pay equality. The solution achievable commercial benefits – from $300,000 in 2013 to $3m in 2019, making Communicating with key is to ‘let the sunshine in’ through will ensure change can be sustained it Australia's richest annual golfing event. The men's event is co-sanctioned by the stakeholders ahead of time is disclosure. People can rationalise in the long-term. European Tour and the PGA Tour of Australasia. important so they are aware of their actions, but they can’t argue The womens’ event is co-sanctioned by the sport's goals, the necessary with the numerical answer to a Sports should therefore articulate the LPGA Tour and the Australian Ladies investments and the specific role simple question: how much do you the process and timeframes they Professional Golf Tour. they can play. pay women in comparison to what will set to achieve pay equity. you pay men? Involving visible men and women, This may include: well-recognised champions To answer this question, the • within the sport who have a deep method for analysis and baseline • Details of proposed staged understanding of the case for for pay equity should be articulated increases towards pay equity • closing the pay gap, assists in (for example, how work units are • Differentiated investment for championing change and engaging defined). Each sport’s – and each women’s teams to help close key stakeholders. The case for pay team’s – current pay gap for men the gap • equality, should be argued at all and women should be calculated, • Efforts to increase sponsorship stages on the pathway. and the outcomes should be openly and competitions • shared to build stakeholder trust, • Strategies to build fan Men in sports organisations and support and buy-in for pay equity. engagement sports media are invaluable allies in advancing equality in sport and Open disclosure about salaries will Once sufficient commercial revenue closing the gender pay gap. Identify also promote competition for the is generated to self-fund female and engage your male champions best talent into the future. athletes at a competitive level, of change. the living wage concept can be removed towards standalone pay.
With men and women competing at the same time and for equal prize money, sponsors and governments have had a much greater appetite to invest in the tournament, while fans benefit from access to two elite level competitions in the one event. AAP PHOTOSAAP - Stephen Pitt, CEO Golf Australia
26 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 27 CASE STUDY Closing the gender pay gap in corporate and administrative roles
While this report focuses on a pathway to pay equality for elite women athletes, Male Champions of Change Sport also completed a detailed review of pay equity in corporate and administrative roles within their organisations in 2018.
The review involved 10-member organisations The review identified the opportunity and was completed based on data provided to consider systemic issues such as to the Australian Government’s Workplace recruitment practices, employment branding Gender Equality Agency (WGEA). and organisational cultures which may be contributing to the individual and group results. Using the WGEA methodology, an average pay gap of 27% amongst participating MCC Sport is focused on reducing the overall organisation was identified. This compared gap with an immediate priority to address to 31.5% for WGEA's ‘Sports and Physical unjustifiable difference in like-for-like roles. 3 Recreation Activities’ category and the national average of 21.3% according to MCC Sport participants in the review showed WGEA’s 2018 Annual Pay Equity Scorecard. a higher level of action in creating the settings considered necessary to advance gender Our Progress The like-for-like gap across organisational equality when compared to organisations levels was more favourable, however the reporting to WGEA. overall gap was impacted by the high on the Pathway proportion of women in lower-paid roles. For example, while some participants had made strong advances in achieving gender balance to Pay Equality in their workforces, more senior positions were disproportionately held by men.
Action WGEA Reporting Male Champions of Change Male Champions of 1 Organisations Organisations Overall2 Change Sport
Gender equality policy / strategy 75% 94% 90% Flexibility policy/strategy 71% 81% 100%
Pay equity audit completed 3 (and actioned, for MCC) 42% 83% 60%
Domestic Violence policy/strategy 47% 62% 80%
1 Workplace Gender Equality Agency (2018) Australia’s gender equality scorecard: Key findings from the Workplace Gender Equality Agency’s 2017-18 reporting data, Sydney. 2 Includes organisations that report to WGEA and others (e.g. pubic sector organisations) that don’t report to WGEA. MCC groups established in 2018 (Global Tech and Pakistan) are not accounted for. Some smaller-sized organisations are also not included due to significant structural changes underway at the time of reporting or where systems are not yet in place to accurately capture annual performance data. 3 Represents the 10 MCC Sport organisations who participated in the pay equity review described in this case study. AAP PHOTOSAAP
28 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 29 Our progress towards pay We will work with our stakeholders to accelerate equality for elite athletes the pace of change over the next five years and evaluate and report on our progress annually. On these pages we share details of our progress on the pathway to pay equality for elite athletes working – Male Champions of Change Sport within our respective spheres of influence. This is offered as an organisational self-assessment upon which we aim to improve year-on-year.
Participation Pathways Investment Practical actions Develop a strong pipeline of Offer genuine and equitable Strive for equal Take simultaneous practical actions potential elite talent high-performance pathways investment to close the gap for elite athletes
Is there equal Are Are there Are participation Are high- Are there clear Are systems in Is there Have internal Are sponsorship Do athletes Have pay equity Has gender Are clear Has pay equity access to environments suitable facilities/ rates equal? performance role models that place to support investment resources been dollars invested have access to ambitions been pay gap data processes, been achieved? the sport at welcoming and amenities for pathways for women and girls the transition in building dedicated to equally (or more equal conditions, communicated? been defined, timelines and amateur, semi- inclusive? women/girls? women (athletes can aspire to? from amateur to audiences building women’s to women if allowances and measured and targets in place Actions professional and and coaches) professional? and fan sport? required)? development published? to achieve pay elite level? defined and engagement? resources? equity? communicated?
Major Sporting Organisations
Basketball Australia
Cricket Australia
Football Federation Australia
Golf Australia
National Rugby League
Netball Australia
Racing Victoria
Rowing Australia
Rugby Australia
Swimming Australia
Tennis Australia
Major Sports Clubs
Carlton Football Club
Collingwood Complete Complete Complete In Progress In Progress Complete In Progress Complete Complete In Progress In Progress Not commenced Not commenced Not commenced Not commenced Football Club
Geelong Football Club
Richmond Football Club In Progress In Progress In Progress In Progress In Progress In Progress In Progress In Progress In Progress In Progress In Progress In Progress Complete In Progress In Progress
St Kilda Football Club In Progress In Progress In Progress In Progress In Progress Complete Complete Complete Complete In Progress Not commenced Not commenced In Progress Not commenced Not commenced
Complete In progress Not started Complete In progress Not started
30 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 MALE CHAMPIONS OF CHANGE I PATHWAY TO PAY EQUALITY 2019 31 Our thanks
The work of Male Champions of Change Sport is continuously informed and inspired by feedback and ideas from our staff, athletes, coaching teams, supporters, partners, sponsors and participants. Their input is invaluable in shaping our priorities and the action we take.
In particular, we want to thank The Office of the Sex Discrimination Commissioner, EY, Susan Alberti Women in Sport Chair – Victoria University, Office for Women in Sport and Recreation Victoria Government, Our Watch, Vic Health, Women Sport Australia and the Workplace Gender Equality Agency for providing their feedback on drafts of this report.
Our sincere thanks also to the Male Champions of Change Sport Implementation Leaders who contributed to the development of the Pathway to Pay Equality:
Allison Beveridge Anita Blokkeerus and Vanessa Gigliotti Racing Victoria Carlton Football Club Simon Derrick Vicki Pratt Richmond Football Club Collingwood Football Club Matt Treglown Sarah Styles Rowing Australia Cricket Australia Rachel Buckling Emma Highwood, Sarah Walsh Rugby Australia and Cassie Lindsay Football Federation Australia Linda Muir Sport Australia Tracy Gilligan Geelong Football Club David O’Neill St Kilda Football Club Chyloe Kurdas and Greg Oakford Laura Johnston Golf Australia Swimming Australia
Rebecca Doyle Scott Glover and Casey Conway Tennis Australia National Rugby League
Victoria Edmondson and Lainie Houston Netball Australia
For more information please contact: Julie Bissinella Program Director, Male Champions of Change Sport [email protected]