IPL: Players Chennai Super Kings and Rajasthan Royals can retain, explained in one graph

The IPL Governing Council has enabled them to retain players from their 2015 roster by allowing teams to buy back a maximum of five players.

The red carpet has been all but rolled out for Indian Premier League franchises Chennai Super Kings and Rajasthan Royals, who will return in the 2018 edition after serving a two-year suspension for alleged spot-fixing and betting.

The IPL Governing Council has enabled CSK and RR to retain the players who were on their 2015 roster by allowing teams to buy back a maximum of five players at the auction next year. Of the extended player pool, CSK and RR have the option of retaining 19 while 31 players went to other teams.

BCCI Acting Secretary Amitabh Choudhary explained that the player pool available for CSK and RR will be the players who played for them respectively in IPL 2015 and who were part of RPS and Gujarat Lions squads in IPL 2017.

What this effectively means is that players like Mahendra Singh Dhoni, Ravichandran Ashwin, Ajinkya Rahane and Steven Smith, who played for the two suspended teams in 2015 and then joined the two new teams – Rising Pune Supergiant and Gujarat Lions – can return to their old teams directly.

In simple words, CSK and RR can pick any of their players from the 2015 squad who played for Pune or Gujarat in the last two years. A heartening prospect, if you are a fan of the two teams.

But, this equation also means that the players who were bought by other teams – Sanju Samson and Shane Watson cannot return to CSK and RR directly.

CSK and Rajasthan Royals were suspended owing to the 2013 spot-fixing scandal, which shook the league to its core and allegedly involved not just players but also some top officials of the two franchises.

So who are the players CSK and RR can get back? Here’s the full list, in one graph.

Graphic by Anand Katakam.
Graphic by Anand Katakam.

CSK’s options: MS Dhoni, R Ashwin, Faf du Plessis, Baba Aparajith, Ankush Bains, Suresh Raina, Ravindra Jadeja, Dwayne Bravo, Brendon McCullum, Dwayne Smith, Andrew Tye, Irfan Pathan and Ishwar Pandey

RR’s options: Ajinkya Rahane, Steven Smith, Ankit Sharma, Rajat Bhatia, James Faulkner and Dhawal Kulkarni

We welcome your comments at letters@scroll.in.
Sponsored Content BY 

Why should inclusion matter to companies?

It's not just about goodwill - inclusivity is a good business decision.

To reach a 50-50 workplace scenario, policies on diversity need to be paired with a culture of inclusiveness. While diversity brings equal representation in meetings, board rooms, promotions and recruitment, inclusivity helps give voice to the people who might otherwise be marginalized or excluded. Inclusion at workplace can be seen in an environment that values diverse opinions, encourages collaboration and invites people to share their ideas and perspectives. As Verna Myers, a renowned diversity advocate, puts it “Diversity is being invited to the party, inclusion is being asked to dance.”

Creating a sense of belonging for everyone is essential for a company’s success. Let’s look at some of the real benefits of a diverse and inclusive workplace:

Better decision making

A whitepaper by Cloverpop, a decision making tool, established a direct link between inclusive decision making and better business performance. The research discovered that teams that followed an inclusive decision-making process made decisions 2X faster with half the meetings and delivered 60% better results. As per Harvard Business School Professor Francesca Gino, this report highlights how diversity and inclusion are practical tools to improve decision making in companies. According to her, changing the composition of decision making teams to include different perspectives can help individuals overcome biases that affect their decisions.

Higher job satisfaction

Employee satisfaction is connected to a workplace environment that values individual ideas and creates a sense of belonging for everyone. A research by Accenture identified 40 factors that influence advancement in the workplace. An empowering work environment where employees have the freedom to be creative, innovative and themselves at work, was identified as a key driver in improving employee advancement to senior levels.


A research by Catalyst.org stated the in India, 62% of innovation is driven by employee perceptions of inclusion. The study included responses from 1,500 employees from Australia, China, Germany, India, Mexico and the United States and showed that employees who feel included are more likely to go above and beyond the call of duty, suggest new and innovative ways of getting work done.

Competitive Advantage

Shirley Engelmeier, author of ‘Inclusion: The New Competitive Business Advantage’, in her interview with Forbes, talks about the new global business normal. She points out that the rapidly changing customer base with different tastes and preferences need to feel represented by brands. An inclusive environment will future-proof the organisation to cater to the new global consumer language and give it a competitive edge.

An inclusive workplace ensures that no individual is disregarded because of their gender, race, disability, age or other social and cultural factors. Accenture has been a leading voice in advocating equal workplace. Having won several accolades including a perfect score on the Human Rights Campaign’s Corporate equality index, Accenture has demonstrated inclusive and diverse practices not only within its organisation but also in business relationships through their Supplier Inclusion and Diversity program.

In a video titled ‘She rises’, Accenture captures the importance of implementing diverse policies and creating an inclusive workplace culture.


To know more about inclusion and diversity, see here.

This article was produced by the Scroll marketing team on behalf of Accenture and not by the Scroll editorial team.