Caitlin Clark has already become the face of women’s basketball, but that hasn’t translated into a league paycheck worthy of her influence.
As she begins her second season with the Indiana Fever, Clark will earn a salary of $78,066, which breaks down to roughly $40 per hour based on a typical 40-hour work week.
Meanwhile, the league’s newest team, the Golden State Valkyries, are currently hiring a mascot and offering to pay between $130 and $160 an hour for the gig.
Though mascot salaries are calculated differently and don’t typically cover a full work year, the rate was enough to get the internet buzzing.
“Triple of Caitlin Clark‘s salary to be a mascot,” an X user said.
Another joked: “$160 an hour? They definitely shooting you out of a cannon.”
Clark’s marketability vs. WNBA pay scale
The discussion highlights a long-standing issue in the WNBA-player compensation lags far behind the market value of its most prominent stars. While the league’s current collective bargaining agreement (CBA) has brought incremental growth in player pay and benefits, it’s clear that the CBA hasn’t caught up with the Caitlin Clark effect.
Clark, fresh off a record-setting college career at Iowa, has brought an unprecedented surge in WNBA interest. Her arrival has already shifted television ratings, boosted ticket sales, and sold out arenas across the country-even during preseason. Many fans and analysts argue that her value to the league goes far beyond what her rookie-scale contract reflects.
But Clark isn’t walking away empty-handed. Her endorsement portfolio is already headlined by a major Nike deal reportedly worth $28 million over eight years, including a signature shoe-something few WNBA players have ever received. She’s also inked partnerships with State Farm, Gatorade, and more. So, while the league paycheck may be underwhelming, her overall earnings are not.
The WNBA’s current CBA includes a mutual opt-out clause that can be triggered at the end of the 2025 season. League stars-now with more visibility, leverage, and fan support than ever-are expected to push for significant salary increases and revenue-sharing changes.
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