Gender inequality in sport The challenges facing female athletes Euronews

Gender inequality in sport: The challenges facing female athletes

Despite the progress in women's sport, big challenges remain, especially in terms of equal pay, visibility and training conditions.

Last week, the FIFA Women's World Cup kicked off, propelling women's football to the center of the world stage. Despite the progress in women's sport, big challenges remain, especially in terms of equal pay, visibility and training conditions.

"The European Commission is keeping a close eye on the situation," explains Ligia Nobrega, senior analyst at the European Institute for Gender Equality (EIGE). In 2018, the institute was commissioned by the Council of Europe to collect data on gender equality and sport in EU member states and check whether countries are applying the quota policy enacted for 2022.

According to the policy, by mid-2026, at least 40% of non-executive seats on boards of directors must be held by women, as well as at least 33% of executive and non-executive seats. This means female presidents, vice-presidents, members and managers in European sports federations.

"We found that countries with quotas achieved balanced gender representation faster than those without. The best performers are Finland, Sweden and the UK," the expert explains. "But there is still a long way to go before women make up 40% of the workforce in these organizations.

Equal pay: A match yet to be won

Despite considerable progress, equal pay remains a major challenge in women's sports. Unlike the US Women's National Team, whose fight for equality has succeeded in obtaining a collective agreement guaranteeing equal pay for male and female players on the national team, many international federations still do not offer fair pay to female athletes.

Although there have been some improvements, women's salaries are still significantly lower than their male counterparts.

"We have a huge pay gap. You only need to tell us, for example, that the average salary of a female player in the WNBA is 110 times that of a male player in the NBA to understand the inequality," says Julien Japart, director of the think tank Sport et Citoyenneté.

FIFA has announced that it will increase the bonus of the Women's World Cup in 2023 by 300 % and the total amount to 135 million euros. This is a positive step, but the bonuses given to men and women in the main competitions are still a big gap. In fact, in the previous 2022 Men's World Cup, FIFA assigned a performance bonus to the participating teams as a performance bonus.

The gender gap is shrinking. However, it does not end until the same wage becomes commonplace

According to a report on the qualification conditions of the World Cup players recently announced by the FIFPRO (International Professional Soccer Players' Association), only a few players who participate in the 2023 World Cup are professional sources. It was 40 %. 35 % answered that amateurs, 16 % sem i-pro, and 9 % are not well understood.

Alex Calvin, a FIFPRO women's soccer strategy and investigation person, explained that "there was a significant difference in the salary after interviewing 362 players participating in the 2023 World Cup qualifying from six continents." do. "29 % of the players have not received any salary at the tournament, that is, 66 % had to take unpaid vacations to participate in the World Cup qualifying.

2023 Women's World Cup Qualifying Status Report Euro News

This number is the same opinion, "The average monthly salary of all teams playing in D1 is between 1, 300 and 1, 600 euros.

Women's training: a field strewn with obstacles

According to Merlissa Plaza, there is a problem with the training environment for women's soccer players, and it is insufficient compared to the preparation of a male player: FIFA is the 2023 Women's World Cup in aiming to correct the wage gap. The company announced that the bonus would increase by 300 % and the total amount to 135 million euros. This is a positive step, but the bonuses given to men and women in the main competitions are still a big gap. In fact, in the previous 2022 Men's World Cup, FIFA assigned a performance bonus to the participating teams as a performance bonus.

The gender gap is shrinking. However, it does not end until the same wage becomes commonplace

2023 Women's World Cup Qualifying Status Report Euro News

From the pitch to the screens: in search of popularity

According to Merlissa Plaza, there is a problem with the training environment for women's soccer players, and it is insufficient compared to the preparation of a male player: FIFA has a 2023 women's World Cup bonus. The company announced that it would increase by 300 % and the total amount to 135 million euros. This is a positive step, but the bonuses given to men and women in the main competitions are still a big gap. In fact, in the previous 2022 Men's World Cup, FIFA assigned a performance bonus to the participating teams as a performance bonus.

The gender gap is shrinking. However, it does not end until the same wage becomes commonplace

2023 Women's World Cup Qualifying Status Report Euro News

According to Merlissa Plaza, there is a problem with the training environment for women's soccer players, and it is insufficient compared to the preparation of male players:

More sexism

"We often pick up the remaining waste from the boys. For example, a soccer equipment that is too big or too small. For example, I have a female friend who played with FC Nantes a while ago, They often had a sized socks of 43 socks from the soccer boys.

She added: "If a women's soccer player is playing in D1 today, the last time zone that the boy was vacant for training, that is, at 8:00 pm and 10 pm, he himself. You may notice the situation. "

"The Federation feels that infrastructure, practice area, accommodation, accommodation, transportation, transportation, clothing and shoes, etc. need to be greatly improved," explains Alex Calvin. What you can understand from this data and repeatedly heard from the players are that they have not obtained the original treatment or evaluation from the clubs and the Federation, and the infrastructure and facilities are insufficient and irregular. It is often the case.

Women's World Cup 2023 Qualifying Status Report Euro News

The media plays an important role in permanently making such inequality, and women's sporting events are often not reported compared to men. If the recognition of women's sports increases, future generations can start sports. The fact that the number of spectators in the women's Super League (WSL) games has increased, and the number of clubs such as Arsenal Women exceeds the number of spectators in the men's team is a proof that fans' interest and commitment are increasing. 。 Such a wel l-known role plays an essential role in the popularity of these sports.

Gender Equality in Decision-Making Positions: The Efficiency Gains

Julian Jupla says: "Even if the viewers are interested, the channel finally broadcasts, taking a financial risk, and giving results in terms of audience rating, women's sports broadcasting and men's sports. Broadcasting has a big inequality.

However, according to Cecil Lokatelli, a former soccer player and currently coach, the popularity of sports has been built since childhood: Clubs can attract young girls and participate in sports. You need to make an effort to place competent human resources in the right place. "

Stephen Berg, chairman of the NGO NGSO, which promotes grassroots sports guidelines throughout Europe, is optimistic as follows. "What I noticed in the last four or six years is that each person who practices sports has higher, higher expectations at the regional level." Not only women, but many young men, 10. In a way that was not seen a year ago, he expresses himself about gender issues.

According to ENGSO, people in an authoritative position should raise their social awareness of gender issues: "ENGSO and the secretar y-general of the Swedish Sports Federation. People must show a model in that gender equality and in the field of securing equality of gender funding. "

A report that organizational racism and gender discrimination are spreading to England cricket

Gender discrimination in the women's sports world is a strong problem that hinders the progress and equality of female athletes. Despite a certain degree of recognition and recognition of women's sports, prejudice and gender stereotypes continue to adversely affect women's awareness in sports. Gender discriminatory remarks and unjust criticism of women athletes are strong, contributing to their achievements and talents.

A recent example of Italy tells this problem.

Quality

During the broadcast of the World Swimming Championships's jumping competition held in Fukuoka from July 23 to 30, two sports commentators, Lorenzo Leonardutzi and Massimiliano Mazukki, are broadcast live on the stat e-run RAI. In the program, I made an inappropriate remark that lowers the appearance of the women's diver:

"Girls in the Netherlands are fat, like our Vitrioso", "They are big", "But all are the same in bed", "This child is called Harper and is a harp player. Do you touch?

These sneaky remarks bought the viewer's anger and led to the two reporters.

Melissa Plaza says he also witnessed an episode of gender violence in the team: "In this environment, women discrimination was widespread. I won 3-0 in half time. 3 in half time. Although it was "only" who won th e-0, the coach man was very dissatisfied with the score, and if we raped us, it would be clearly threatened. "" Do you want to be a yariman? hand".

Paola Profetta (University of Italy, Milan, Bocconi University

Even in the world, the percentage of women in decision making is low. However, it is recognized that gender equality and diversity have beneficial effects on organizations, systems, and economy as a whole. In this paper, removing the ceiling of the glass (the invisible barrier that prevents women to reach the position of the upper layer) can not only improve equality but also to improve effectiveness. It shows evidence that there is.

Outcomes and performance

According to the 2016 World Economic Forum, only 59 % of the gender gaps in economic opportunities around the world will take 170 years to eliminate this disparity in the current change rate.

Policy to accelerate the process of economic gender equality and promote women's empowerment is the center of discussions in many countries around the world. Gender equality is the highest priority task is not only the gender equality itself is an important development goal, but the female economic participation is "part of the equation of growth and stability" 2. 2 women. The world economy will benefit from promoting women's workforce because of more than half of the population and the same talent, human capital, and productivity as men. The lack of women in the leading position is contrary to the strategy of utilizing talent to promote business and performance. 3) This is particularly closely related in times when economic growth is slow.

A new agenda

In developing countries, gender equality and development are intertwined with each other. Gender equality increases, enhancing economic development conditions, contributing to economic growth, and increasing gender equality as development progresses. In 4 developed countries, women are generally more educated than men, are extremely important for the economy, and contributed significantly to economic growth. The increase in women in the labor market leads to a significant increase in GDP. 5 Furthermore, working may start a virtuous cycle by working more women. Demand for services increases consumption, leading to more employment for both men and women. Finally, women's participation in the labor market may play a positive role in their birth rate and family happiness. 6 < SPAN> Paola Profetta (Italy, Milan, Bocconi University

Conclusions

According to the 2016 World Economic Forum, only 59 % of the gender gaps in economic opportunities around the world will take 170 years to eliminate this disparity in the current change rate.

Policy to accelerate the process of economic gender equality and promote women's empowerment is the center of discussions in many countries around the world. Gender equality is the highest priority task is not only the gender equality itself is an important development goal, but the female economic participation is "part of the equation of growth and stability" 2. 2 women. The world economy will benefit from promoting women's workforce because of more than half of the population and the same talent, human capital, and productivity as men. The lack of women in the leading position is contrary to the strategy of utilizing talent to promote business and performance. 3) This is particularly closely related in times when economic growth is slow.
In developing countries, gender equality and development are intertwined with each other. Gender equality increases, enhancing economic development conditions, contributing to economic growth, and increasing gender equality as development progresses. In 4 developed countries, women are generally more educated than men, are extremely important for the economy, and contributed significantly to economic growth. The increase in women in the labor market leads to a significant increase in GDP. 5 Furthermore, working may start a virtuous cycle by working more women. Demand for services increases consumption, leading to more employment for both men and women. Finally, women's participation in the labor market may play a positive role in their birth rate and family happiness. 6 Paola Profetta (Italy, Milan, Bocconi University
Even in the world, the percentage of women in decision making is low. However, it is recognized that gender equality and diversity have beneficial effects on organizations, systems, and economy as a whole. In this paper, removing the ceiling of the glass (the invisible barrier that prevents women to reach the position of the upper layer) can not only improve equality but also to improve effectiveness. It shows evidence that there is.
According to the 2016 World Economic Forum, only 59 % of the gender gaps in economic opportunities around the world will take 170 years to eliminate this disparity in the current change rate.
Policy to accelerate the process of economic gender equality and promote women's empowerment is the center of discussions in many countries around the world. Gender equality is the highest priority task is not only the gender equality itself is an important development goal, but the female economic participation is "part of the equation of growth and stability" 2. 2 women. The world economy will benefit from promoting women's workforce because of more than half of the population and the same talent, human capital, and productivity as men. The lack of women in the leading position is contrary to the strategy of utilizing talent to promote business and performance. 3) This is particularly closely related in times when economic growth is slow.
In developing countries, gender equality and development are intertwined with each other. Gender equality increases, enhancing economic development conditions, contributing to economic growth, and increasing gender equality as development progresses. In 4 developed countries, women are generally more educated than men, are extremely important for the economy, and contributed significantly to economic growth. The increase in women in the labor market leads to a significant increase in GDP. 5 Furthermore, working may start a virtuous cycle by working more women. Demand for services increases consumption, leading to more employment for both men and women. Finally, women's participation in the labor market may play a positive role in their birth rate and family happiness. 6
If we shift our focus from labor market participation to women’s representation in decision-making positions, the gender gap becomes even worse. Even in countries where women have a high participation in the labor market, only a minority hold top positions.
However, the beneficial effects of gender equality and diversity become even clearer if we focus on decision-making positions. Much of the past literature focuses on the benefits of diversity. The involvement of both men and women in decision-making can broaden perspectives, increase creativity and innovation, diversify the talent and ability pool, reduce conflicts, improve the decision-making process, and better represent the various stakeholders of the company. 7 Furthermore, a balanced gender ratio in leadership creates a better corporate image. Women’s leadership style also contributes to the benefits of diversity. Women are better able to deal with difficult interpersonal relationships, pay closer attention to people’s needs, are more inclined to prevent and resolve conflicts, share their opinions with others more easily, make efforts to reach consensus, and monitor and give feedback more intensively. 8
This paper provides evidence that closing the gender gap and promoting gender equality in decision-making positions can yield efficient gains. First, promoting women to top positions dramatically changes the status quo dominated by male representation. As competent and talented women are abundant, this change will generate better selection processes and have a positive effect on the quality of representation. Evidence for this mechanism is presented below in both business and political contexts. Second, women produce better results and contribute to improved performance of institutions and organizations. The relationship between gender and economic performance is debated and inconclusive. Causal studies showing that including women in decision-making is associated with better economic performance are presented below. Third, women in decision-making positions may contribute to the definition of new agendas for organizations, including items that are typically neglected by men. For companies, this could mean a shift towards less risky decision-making and a shift towards sustainability and environmental policies with a longer-term perspective. For policymakers, it could mean increased investment in education and social needs.
This paper is structured as follows. In the next three sections, we discuss the efficiency gains of gender equality in decision-making under three dimensions (quality, outcomes and performance, new agenda), presenting evidence from both business and politics. A short conclusion follows.
A concern in promoting gender balance in decision-making is that there are fewer qualified women in top positions. Promoting more women in decision-making roles may therefore lead to a general decline in the quality of representation. In particular, the introduction of mandatory gender quotas that enforce a gender-balanced composition risks promoting unqualified women who are likely to perform worse than the qualified men they replace. In fact, opponents of gender quotas argue that quotas are contrary to the ideal of meritocracy. The quality issue is therefore crucial.
However, concerns about such adverse effects are never convincing. On the contrary, there is a possibility that the quality of the representatives will increase by both men and women in the decisio n-making place. This has several routes. First, women in developed countries are generally highly educated. Nevertheless, the reasons for the few women are not the lack of abilities or qualifications, but the existence of statistical discrimination, that is, the individual, based on the average characteristics of the group, rather than the characteristics of individuals. You can do it. As a result, despite the ability to be competent, it is often not considered in the process of promotion and evaluation. Finally, discrimination not only causes unequal results, but also causes efficiency loss, such as a waste of talent and a lack of investment incentives in the discriminatory group or a group of people. Connects to inefficient resource allocation. If the affiliate action will actively hire women, the most capable women will be appointed and the overall quality will be improved. By reducing inefficient losses associated with discrimination, these measures may generate efficient profits.
The candidate pool will be expanded, including women but also women, and if the competition becomes strict, a better candidate will be selected. Third, the composition of a representative balance between men and women may encourage reconsideration of the whole representative group. The higher the qualities of women, the higher the quality of men, which leads to an overall quality. Fourth, women are less likely to be affected by corruption, have a strong sense of responsibility, and are less absent. 9 Finally, the balance between men and women can increase the competitiveness, aim for similar positions, which can further expand the human resources pool. Thus, a hig h-quality virtuous cycle may begin. < SPAN> However, it is not convinced that such an adverse effects are concerned. On the contrary, there is a possibility that the quality of the representatives will increase by both men and women in the decisio n-making place. This has several routes. First, women in developed countries are generally highly educated. Nevertheless, the reasons for the few women are not the lack of abilities or qualifications, but the existence of statistical discrimination, that is, the individual, based on the average characteristics of the group, rather than the characteristics of individuals. You can do it. As a result, despite the ability to be competent, it is often not considered in the process of promotion and evaluation. Finally, discrimination not only causes unequal results, but also causes efficiency loss, such as a waste of talent and a lack of investment incentives in the discriminatory group or a group of people. Connects to inefficient resource allocation. If the affiliate action will actively hire women, the most capable women will be appointed and the overall quality will be improved. By reducing inefficient losses associated with discrimination, these measures may generate efficient profits.
The candidate pool will be expanded, including women but also women, and if the competition becomes strict, a better candidate will be selected. Third, the composition of a representative balance between men and women may encourage reconsideration of the whole representative group. The higher the qualities of women, the higher the quality of men, which leads to an overall quality. Fourth, women are less likely to be affected by corruption, have a strong sense of responsibility, and are less absent. 9 Finally, the balance between men and women can increase the competitiveness, aim for similar positions, which can further expand the human resources pool. Thus, a hig h-quality virtuous cycle may begin. However, concerns about such adverse effects are never convincing. On the contrary, there is a possibility that the quality of the representatives will increase by both men and women in the decisio n-making place. This has several routes. First, women in developed countries are generally highly educated. Nevertheless, the reasons for the few women are not the lack of abilities or qualifications, but the existence of statistical discrimination, that is, the individual, based on the average characteristics of the group, rather than the characteristics of individuals. You can do it. As a result, despite the ability to be competent, it is often not considered in the process of promotion and evaluation. Finally, discrimination not only causes unequal results, but also causes efficiency loss, such as a waste of talent and a lack of investment incentives in the discriminatory group or a group of people. Connects to inefficient resource allocation. If the affiliate action will actively hire women, the most capable women will be appointed and the overall quality will be improved. By reducing inefficient losses associated with discrimination, these measures may generate efficient profits.
The candidate pool will be expanded, including women but also women, and if the competition becomes strict, a better candidate will be selected. Third, the composition of a representative balance between men and women may encourage reconsideration of the whole representative group. The higher the qualities of women, the higher the quality of men, which leads to an overall quality. Fourth, women are less likely to be affected by corruption, have a strong sense of responsibility, and are less absent. 9 Finally, the balance between men and women can increase the competitiveness, aim for similar positions, which can further expand the human resources pool. Thus, a hig h-quality virtuous cycle may begin.
The relationship between gender equality and the quality of the representative is proven because women's presence is a typical internal concern that the existence of a woman enhances the quality of the system or the quality of the system promotes the existence of women. Not easy. Recent studies have examined the causal effects of women's empowerment on quality, using the introduction of a gender quota system, which increases women's empowerment. These studies overturn the conventional view that women's empowerment may have negative consequences to quality. Positive relationships have emerged through the theoretical route described above in both business and politics. In the field of politics, there are recent papers analyzed about temporary recruitment of the gender quota system in the local government elections in Italy from 1993 to 1995, 10. 10 This quota system is a candidate list in both gender. It must be more than 2/3. There are local governments that were voted during this period and local governments that were not performed, and as a result, there are natural processing groups (municipalities that were voted by gende r-separated constants) and controlling groups (local governments where the voting was not performed). Because of the occurrence, sem i-experimental settings were made. This paper indicates that gender equality has a positive effect on the quality of the selection politicians measured by school education, using a difference estimation. Methods are elected by gende r-specific constants, and women are on average higher education than men, and at the same time, men with low education are less likely to be selected. The relationship between a similar result
In Italy, the committee of the listed companies has introduced a mandatory gender equality of gender equality, providing a similar comparison opportunity. The 12th Board of Directors' associations were introduced in July 2011 and were implemented in August 2012. In the first election since August 2012, the Board of Directors needed to appoint more than 20 % for men and women, and in the second and third elections, 33 % were appointed. The measure was temporary and expired after the three Boards elections. Sanctions were considerable, eventually dissolving the board. In this paper, 4, 627 directors (men and women) selected from 2007 to 2014 collected 4, 627 cases, age, gender, riring and residence, type of board, chairman (chairman, chairman. Vice Chairman, CEO, administrator / advisor, auditors), educational background (university / graduate school level), information on relatives with their hometown, education fields, and relatives with other directors.
Comparing each company before and after the introduction of the Gender Quota system of the Board of Directors, it was shown that women's empowerments (the gender quota were determined by the introduction of the gender quota system) improved the quality of the directors. In fact, the new members were more educated than the former members and existing members, but did not see this trend before the introduction of the quota system. This effect is particularly strong in women, but also appears in men. After the introduction of gende r-separated frames, more men who were educated at the graduate school were elected as directors. After the reform, the average age of officers decreased. It is difficult to understand whether the average age decline is a quality improvement or a decline, but it is clear that the elderly director is more experienced than a young director, so the elderly director has been appointed. It is highly likely that it was appointed due to the network or a transparent selection process. < SPAN> In Italy, the committee of the listed companies has been obliged to do gender equality, providing a similar comparison opportunity. The 12th Board of Directors' associations were introduced in July 2011 and were implemented in August 2012. In the first election since August 2012, the Board of Directors needed to appoint more than 20 % for men and women, and in the second and third elections, 33 % were appointed. The measure was temporary and expired after the three Boards elections. Sanctions were considerable, eventually dissolving the board. In this paper, 4, 627 directors (men and women) selected from 2007 to 2014 collected 4, 627 cases, age, gender, riring and residence, type of board, chairman (chairman, chairman. Vice Chairman, CEO, administrator / advisor, auditors), educational background (university / graduate school level), information on relatives with their hometown, education fields, and relatives with other directors.
Comparing each company before and after the introduction of the Gender Quota system of the Board of Directors, it was shown that women's empowerments (the gender quota were determined by the introduction of the gender quota system) improved the quality of the directors. In fact, the new members were more educated than the former members and existing members, but did not see this trend before the introduction of the quota system. This effect is particularly strong in women, but also appears in men. After the introduction of gende r-separated frames, more men who were educated at the graduate school were elected as directors. After the reform, the average age of officers decreased. It is difficult to understand whether the average age decline is a quality improvement or a decline, but it is clear that the elderly director is more experienced than a young director, so the elderly director has been appointed. It is highly likely that it was appointed due to the network or a transparent selection process. In Italy, the committee of the listed companies has introduced a mandatory gender equality of gender equality, providing a similar comparison opportunity. The 12th Board of Directors' associations were introduced in July 2011 and were implemented in August 2012. In the first election since August 2012, the Board of Directors needed to appoint more than 20 % for men and women, and in the second and third elections, 33 % were appointed. The measure was temporary and expired after the three Boards elections. Sanctions were considerable, eventually dissolving the board. In this paper, 4, 627 directors (men and women) selected from 2007 to 2014 collected 4, 627 cases, age, gender, riring and residence, type of board, chairman (chairman, chairman. Vice Chairman, CEO, administrator / advisor, auditors), educational background (university / graduate school level), information on relatives with their hometown, education fields, and relatives with other directors.
Comparing each company before and after the introduction of the Gender Quota system of the Board of Directors, it was shown that women's empowerments (gender quota were determined by the introduction of the gender quota system) improved the quality of the directors. In fact, the new members were more educated than the former members and existing members, but did not see this trend before the introduction of the quota system. This effect is particularly strong in women, but also appears in men. After the introduction of gende r-separated frames, more men who were educated at the graduate school were elected as directors. After the reform, the average age of officers decreased. It is difficult to understand whether the average age decline is a quality improvement or a decline, but it is clear that the elderly director is more experienced than a young director, so the elderly director has been appointed. It is highly likely that it was appointed due to the network or a transparent selection process.

Elim Poon - Journalist, Creative Writer

Last modified: 27.08.2024

Gender inequality in sport: The challenges facing female athletes · Despite the progress made in women's sport, major challenges remain, particularly. women's sports, and only 12 per cent of sports news is presented by women. Female athletes are also playing their part in bridging the gender pay gap in the. Women live longer but have a poorer quality of life, a new study published in the Lancet has found.

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