Athletic activities have always been an excellent medium for expressing creativity, competition, and the spirit of togetherness. However, the sports industry hires very few women, especially in executive, coaching, director, and commissioner positions. Gender equality has made significant steps forward in every area worldwide, but sports appear to have been slow in this context.
Efforts like awareness campaigns, surveys, and ongoing advocacy have pushed for women’s sports leadership change. These actions highlight key issues and drive progress toward equality. Despite their talent, many women still face systemic barriers in sports leadership. These obstacles limit their opportunities to grow and reach top decision-making roles in the industry.
The article covers the challenges female sports leaders have been experiencing, the progress made and the necessary steps to be taken to secure a more inclusive sports leadership future.
Overview of the Current Scene: Women in Sports Leadership in 2024
Even in 2024, the proportion of women leading the sports sector is shockingly low. The Institute for Diversity and Ethics in Sport (TIDES) reported the following:
- As of the latest information available, only 14% of Athletic Directors in NCAA Division I programs are women.
- Less than 9% of professional sports coaches in the U.S. are females.
- Board members in international sports organizations are 24% women.
Those numbers are unbalanced, especially when we know that women make up almost 50% of all athletes worldwide, according to the UNESCO 2023 Sports Participation Report.
Why is Representation Important in Society?
Still, the question of the hour is: Why are women still so underrepresented in leadership roles in sports?
Diverse leadership was found to be one of the major catalysts to economic growth and, thus, became the central focus of research in the management field. For diverse leadership teams to excel, they must actively cultivate an environment where different perspectives thrive.
Diverse leadership in sports brings multiple benefits:
- Creates fair-play policies for all genders, including maternity leave and health support.
- The representation of women as incapable of leading in sports is one of the common stereotypes that the paper challenges.
It is still hard to reach the top even though the position has advantages.
Barriers to Women in Sport Getting into Leadership Positions
1. Gender Stereotypes and Bias
The idea that men are more suitable for leadership in sports is deeply rooted. A Women in Sport 2023 study revealed that 72% of female sports professionals were belittled or ignored due to gender-based stereotypes.
2. Lack of Mentorship and Networking Opportunities
Without access to leadership mentors or internal sports networks—often male-dominated—women are excluded from vital growth opportunities.
3. Work-Life Balance Challenges
Being a leader usually involves frequent business trips and odd hours of work. Moreover, the duties expected from women in terms of caring for their families add to the pressure.
4. Discrimination and Harassment
A BBC Sports Survey (2023) discovered that 33% of female sports leaders had been affected by sexual harassment, resulting in them not being promoted and even losing their jobs.
5. Fewer Career Paths
Men have clearer routes from player to coach or administrator. A Women Leaders in College Sports report shows:
- Only 13% of retired female athletes become coaches.
The number is enormous compared to 38% of male athletes who transition into coaching or leadership challenges, yet they are not unsolvable.
Progress and Change: Women in Sport Leadership Conferences & Initiatives
1. Women in Sports Leadership Conferences
Activities such as the Global Summit on Women in Sports Leadership have become popular, with an increase in participants by 40% from 2020. These spaces support the following:
- Networking
- Mentorship
- Career development
2. Research and Advocacy
The journal “Women in Sport Leadership: Research and Practice for Change” is an example of literature that contributes core information and directions for starting and reform.
3. Corporate and Organizational Commitments
Institutions like the International Olympic Committee (IOC) and Fédération Internationale de Football Association (FIFA) are taking steps:
- The UEFA Women in Football Leadership Programme has trained 250+ professionals since 2019.
- Federations are implementing mentor “hip and sponsorship programs.
4. High-Profile Role Models
Inspirational figures breaking the glass ceiling include:
- Becky Hammon – NBA assistant & WNBA Head Coach
- Kim Ng – MLB’s first female GM
- Sarah Thomas – NFL’s first full-time female official
These leaders inspire a new generation of women to step into leadership.
What Are the Procedures for Speeding Up Change?
1. Make Women in Leadership a Norm
The media must portray more women in roles such as coaches, executives, and officials. This will reshape public perception and influence legislative change.
2. Adopt Equity Policies
Organizations should implement:
- Inclusive hiring rules (e.g., Rooney Rule adaptations)
- Anti-discrimination and harassment protections
- Parental leave and flexibility for women leaders
3. Foster Growth of Leadership Programs
Strong mentorship programs can empower women to navigate their leadership path more effectively.
4. Champion Male Allyship
Powerful men should not waste their influence; instead, they should allow women to benefit from it.
5. Aid the Emergence of Grassroots Movements
Getting young women involved and showing leadership role models at early stages has become a very effective means of having a more diverse pipeline.
Last Words: The New Way of Women in Sports Leadership
It’s not only the issue of women in sports leadership being a minority but also a more complex industry issue.
With the support of various initiatives, the change in sports in 2024 is already evidencing good promises/omens. Massive media coverage, bold female role models, and smart regulations—not silence, timid figures, or bans—have driven these powerful changes.
Young minds with bright ideas and the right skills are already here and deserve to lead.
