The U.S. Women’s National Soccer Team (USWNT) has reached an agreement with U.S. Soccer Federation regarding pay – ending the several-year-long battle to eliminate pay discrimination.
As a result of several new collective bargaining agreements, USWNT has secured equal pay for equal work. Both teams have “identical economical terms,” among other key details.
Below are some of the major takeaways from the new agreements.
Equalization of World Cup prize funds
The deal includes a first-of-its-kind agreement that essentially equalizes prize money for both men and women.
Under the new agreement, funds awarded during tournaments including the world cup, are pooled together and distributed equally across both the men’s and women’s teams. Non-World Cup prize money too will be combined and distributed equally across both teams.
New ways for players to earn
The collective bargaining agreements include commercial and ticket sharing structures, another first for the U.S. Soccer Federation. Players will evenly split a portion of U.S. Soccer’s broadcast, apparel, and sponsorship earnings. The 50-50 split between men and women, “will encourage more ways for all parties to work together to grow the game,” according to a U.S. Soccer fact sheet.
Men and women soccer players will also be able to earn via ticket shares. U.S. Soccer will award players a percentage of tickets sold for home games.
Equal working conditions
As professional athletes, traveling is a part of the job. Under the new agreement, men and women will receive the same support to ensure they’re comfortable and able to perform their best on the field. That includes hotel accommodations, transportation for travel, quality of soccer venues, and equal staffing support.
On top of equal pay, the deal ensures that both the men’s and women’s teams receive benefits that secure their futures as well as their health. U.S. Soccer is providing both teams with a 401(k) plan and childcare benefits. Additionally, the USWNT will receive parental leave, insurance benefits, and short-term disability.
Regarding the historic agreements, U.S. Soccer President Cindy Parlow Cone said, “U.S. Soccer and the USWNT and USMNT players have reset their relationship with these new agreements and are leading us forward to an incredibly exciting new phase of mutual growth and collaboration as we continue our mission to become the preeminent sport in the United States.”
USWNT’s success in achieving and sustaining pay equity is just the beginning. Pay discrimination exists in every labor market and reaches beyond gender. It’s up to organizations and the communities they serve to make a stand, just as USWNT did, to achieve pay equity.
USWNT Olympic gold medalist and equal rights advocate, Megan Rapinoe recently joined Trusaic as Chief Equality Officer to help secure pay equity for every working person. By partnering with us, she is taking her mission to achieve gender and race/ethnicity equality to the next level. Together we’re challenging organizations to close the pay gap this decade and with our pay equity auditing, diversity, and inclusion software, PayParity, they can.
To learn more about our partnership with Megan Rapinoe and how you can solve pay equity now, head to our partnership page.
Conducting a pay equity audit is a key component to ensuring equitable compensation within your organization. Just as important as the analysis is how you communicate findings and progress with various stakeholders. Download The Pay Equity Communications Planner to learn best practices for discussing compensation, both internally and externally.