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Approximately two-thirds of the UK sport coaching workforce are men. Within this figure, most coaches are also white, non-disabled, and higher-middle class. Diversity amongst our coaches is acutely low. As well as underrepresented, all groups of women have shorter coaching careers and they do not progress as fast or to higher levels in comparison to their male peers. In addition, there are less opportunities for them to seek secure coaching employment. Within the research literature, the experiences of women in sports coaching is a well-documented issue within the research literature. However, a remaining and sizeable knowledge gap within this body of research is a cultural perspective on this research problem. Existing research has also tended to view women’s experiences ‘statically’, examining the issues within women’s development as coaches at one point in their career, from one theoretical perspective and viewing women as a homogenous group.
What is also often absent is the consideration of the organisational contexts in which women coaches work and how such structures and practices create and shape experiences. Research that explicitly considers performance level, organisational cultures and that evaluates existing interventions to nurture more women coaches is rare within this subject area. What is also absent is an understanding of how a marginalised status and associated career experiences impact the well-being of women coaches. This is an important line of enquiry because occupational well-being is a critical factor in determining an individual’s commitment to, and continued participation in, a coaching career. Taking a multidisciplinary and mixed method approach to the issue of recruitment, retention, and progression of women football coaches represents an important step towards tackling these issues from a multilevel, comparative perspective.
The approach
The value and novelty of the research was in its longitudinal nature and for the richness of data generated. In general, the three-year, three-theme programme of research included both qualitative and quantitative approaches with both male and female participants. In brief, theme one involved tracking female coaches seeking qualification at UEFA B licence, over three years and interviewing them at four different timepoints over the course of their career in these three years. We also surveyed coaches on two occasions to collect a larger data set to understand their psychological well-being as coaches. For theme two, we visited different WSL and Championship clubs, interviewing General Managers, board representatives, and Head Coaches of the respective clubs. Theme three tracked a sample of BAME male, and female coaches over three years to understand the impact of FA support programmes (Elite Mentee programme and the National Specialist Coach Programme) on their career trajectory. Theme three also included interviews with key stakeholders involved in delivering such support programmes, including FA personnel and placement leads.
The impact
The research has significant shaped the women in coaching pillar of the five-year English Football Association Gameplan for Growth (2017-2020). Within this strategic objective, the numbers and diversity of women football coaches, across the sport, was a priority. Through this strategy, The FA have reported an increase in the both the numbers as well as the progression of women coaches. The FA have also increased the number, and subsequent uptake, of individual coach bursaries by women coaches leading to a greater number of women taking higher coaching qualifications. In relation to the diversity of women coaches, the research has led to changes in programme approaches and delivery of support programmes for underrepresented groups in coaching.
One of the most significant recurrent findings was the need to create a greater sense of belonging for coaches. This was the case for both men and women coaches, but most acutely for women coaches who were regularly questioned on their knowledge and competencies as coaches. This suspicion is rooted in women historically being outside of the sport, unequal ideas of women’s playing abilities, and then ultimately their abilities as a coach linked to playing and leadership stereotypes (the idea that the best players make the best coaches still lingers).
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