This article will discuss the wage inequality experienced by female soccer players in the United States, where female soccer players do not receive equal pay compared to male soccer players. As a result, female soccer players cannot rely solely on their profession as athletes but must also find other jobs to meet their living expenses. The author believes this situation is unfair and constitutes discrimination.

The United States women’s national soccer team has achieved better performance, winning multiple championships in soccer tournaments, compared to the men’s national team, which has yet to win a similar championship. Therefore, the author will focus on three main arguments: first, achievements and influence that are equal to or even surpass those of their male counterparts; second, high levels of fan engagement and participation; and third, the principle of equality and the call for legal reforms.

First, achievements and influence that are equal or higher. The U.S. women’s national soccer team has recorded remarkable achievements, winning the World Cup four times, a feat the men’s team has not yet matched. This success proves that the women’s team has substantial influence and popularity, at least equal to or even exceeding that of the men’s team, thus they deserve the recognition of equal pay. However, these accomplishments have yet to result in higher or at least equal pay for female soccer players in the U.S. Despite winning four World Cup titles and four Olympic gold medals, the issue of wage inequality remains unresolved, without a binding legal solution in place (Ramdat, 2021).

Given the achievements of the women’s national team—four World Cup titles and four Olympic gold medals—the U.S. women’s national team should indeed receive pay equal to that of the men’s team. These accomplishments make the United States proud and position them as a highly respected team on the international stage, setting an example for the younger generation, especially girls around the world.

The influence of this team is also reflected in its popularity and public support. Women’s team matches are often attended by large audiences, receive substantial media attention, and attract sponsors. When we consider their contribution to the country’s image and revenue potential, the impact is at least on par with the men’s team. With such significant achievements and influence, it is only fair for the U.S. women’s team to receive equal pay as a form of appreciation for their hard work and success.

Second, the high engagement and participation of fans. One of the primary reasons why women’s sports are often seen as less “profitable” than men’s sports, resulting in lower pay, is systemic sexism in promotion and marketing. Female athletes do not receive the same media coverage as male athletes, which directly impacts ticket and merchandise sales (Alvarez, 2019). This situation perpetuates the notion that women should be paid less than men, citing that women’s sports do not generate equivalent revenue.

However, the U.S. women’s team has a strong fan base, as evidenced by the large viewership of their international matches and broad support from the media and public. This fan enthusiasm also contributes to significant revenue from both sponsorships and advertising. Given this level of commercial impact, the current wage inequality is clearly unfair and does not reflect their substantial contributions. Research by Hess (2019) shows that the U.S. viewership for the 2019 Women’s World Cup final was 22% higher than the men’s 2018 World Cup final. Additionally, data presented by Bachman (2019, 2020) reveals that the U.S. women’s national team consistently sells more tickets and generates higher revenue than the men’s team.

Third, the principle of equality and the demand for legal reform. This issue not only involves economic aspects but also touches on the fundamental principle of workplace equality. Wage discrimination based on gender is clearly contrary to the values of equality that should be upheld in the United States. In 2019, members of the women’s national team filed a lawsuit against the U.S. Soccer Federation for wage discrimination, an action that received widespread public support. This shows a strong public desire to promote policies of equal pay.

“Equal play, equal pay” is the spirit that the United States Women’s National Soccer Team (USWNCT) embraced when they sued the U.S. Soccer Federation on May 8, 2019. They highlighted the presence of “institutionalized gender discrimination,” which results in gender-based pay inequality in their sport. This wage gap is substantial.

The U.S. women’s national soccer team receives only $99,000 per year for a minimum of 20 matches, while the men’s team earns $253,320 for the same number of matches. Moreover, women are at a disadvantage because, if they lose a match, they receive no bonus at all, whereas the men’s team still receives $100,000 even if they don’t win a single match. The men’s team also earns additional bonuses ranging from $5,000 to $17,625 if they play more than 20 matches, a bonus policy that does not apply to the women’s team (Ramdat, 2021: 60). The prize pool for the Women’s World Cup held in Paris in 2019 was only $30 million, while the men’s World Cup the previous year had a prize pool of $400 million. This difference is enormous. A FIFPro survey found that out of 3,600 female soccer players surveyed, their average monthly wage was only $600.

The above three arguments demonstrate that the wage inequality experienced by female soccer players in the United States is profoundly unfair and disadvantages the women’s national team. This supports the view that gender pay inequality in U.S. soccer is a serious issue that must be addressed immediately. With the remarkable achievements and substantial contributions made by female athletes, they deserve to receive pay equal to their male counterparts. This issue is not only economic in nature but also reflects justice and recognition of their skills and dedication in the world of sports.”