While there are now a plethora of female c-suite executives and female Prime Ministers, there seems to be a ceiling in terms of the amount of progress being made when it comes to gender representation in managerial positions in professional football. The same is true across all levels of men’s football, from grassroots clubs to Premier League teams, where an unprecedented lack of progress – and a hostile climate – still remains for women seeking those sorts of roles. Thankfully, Arsenal Women manager Jonas Eidevall has raised his voice against this injustice: “You can have female Prime Ministers, but you can’t have a female coach coaching in the Premier League for some reason? Why?”. It would be encouraging to find out the answer to that question and witness a high-profile breakthrough soon.
Despite the powerful and popular growth of female football over recent years, there is an obvious lack of female representation in the managerial sector. Female footballers are continuing to break barriers and challenge stereotypes, but these efforts are not being replicated across the board when it concerns management roles. With such a small proportion of Women’s Super League and Championship managers being female, it’s fair to pose the question – where are the female head coaches in women’s football? It could be argued that there needs to be a more conscious effort from relevant bodies within sport to boost the number of females taking up coaching positions, rather than just talking about equal opportunities and representation. This increase would directly benefit participants by providing more female role models at higher levels, that in turn will impact on players’ career decisions.
Despite some glimmers of hope in the English game when it comes to female managers, the managerial gender gap – while not exclusive to English football – still remains a prominent issue. Of the 32 qualified nations for this summer’s World Cup in Australia and New Zealand, a mere 12 of those are women-led teams. Amongst those are England’s Sarina Wiegman, who recently managed her team to victory in the 2016 SheBelieves Cup, and the Republic of Ireland’s Vera Pauw. The picture isn’t any brighter when we look across Europe either; France and Spain have similar ratios to England’s Women Super League (4/12 in Division 1 Feminine and 4/16 in Liga F), whilst Italy and Germany boast significantly lower numbers (2/10 in Serie A and 1/12 in Frauen-Bundesliga respectively). Gender parity has yet to be achieved beyond rhetoric.
Grainger brings a wealth of experience to her role as the coach of Wales Women’s team. Having coached for 22 years and worked with the English national side, she has seen firsthand how far female soccer has developed in that time. She states it is these consistent levels of improvement which can be seen in the impressive stats mentioned. This demonstrates the incredible potential and potential that exists within women’s soccer, which even Grainger has been astounded by over the course of her coaching career. With this thought in mind, one can easily understand why Grainger is so passionate about developing the sport further and taking it to the next level – both on an individual team basis and as a whole.
As Marieanne Spacey-Cale observed, there is a relative lack of female coaches in top-flight football compared to the men’s game. This disparity is largely due to the fact that, while the Women’s Super League (WSL) has been in operation since 2011, it became fully professional only as recently as 2018/19 season; in contrast, male professional football has a far longer history. The results of this imbalance are evident: traditionally there are simply more male coaches who have gained experience and have thus been transferred over into the women’s game. Ultimately though, with time, increased investment and increased visibility for the WSL across the world stage will help bridge this gap.
Football is making huge strides in terms of female involvement in the game, but according to England Women’s Performance Director Rehanne Spacey-Cale, there remains more to be done. Many female players in the WSL and Championship sees worryingly low numbers when it comes to coaches, and Spacey-Cale argues that the development of the game within these top tiers has been essential for increasing the profile of football. Therefore, she proposes that creating more opportunities for female coaches at grassroots and Tier 3-4 level is a must if they are to become competitive at higher levels in years to come. By providing these coaches with valuable learning experiences, we can help role model and inspire others passionate about getting involved in football – fostering a stronger base of talent who will contribute to elevating the game even further.
In recent years, important steps have been taken to bridge the gap between men and women in coaching. Spacey-Cale’s recent comments go to show the developmental progress that has been made available for female coaches over the past few years. No longer do coaches lack the options and opportunities needed in order to apply for a wide range of coaching jobs. Although issues surrounding equal pay continue to cause controversy, what we can take away from Spacey-Cale’s words is that increased opportunity allows female coaches to become the very best they can be, rather than having their aspirations limited by gender.
The news of Jill Scott’s potential coaching role at Manchester City has further reignited the conversation around women in football and their ability to lead youth sides. Recently, female coaches Natalie Henderson and Nia Davis have been identified as being highly capable of taking on such roles. Henderson worked with Newcastle boys’ academy before her appointment as today’s Lionesses U17 head coach, while Davis was previously at Swansea boys’ academy. It’s clear that the FA, FAW, and other youth teams are now going out of their way to spot talented female candidates for these positions. As Grainger (head of girls’ development) said: “at the U17s here we have identified a really talented coach in Nia Davis and put her on the right pathway”. There is a definite shift happening towards more representation from women in football – this trend should be encouraged as it could help shape a new generation of leaders in the sport.
By tapping into the current players, football clubs have an immense opportunity to further not only the increase of female coaches, but also to educate their current players about life after playing. Anita Asante is a perfect example of this, retiring from her fantastic career at the end of last season yet still being involved in the game by becoming assistant coach at Bristol City Women and working alongside manager Lauren Smith. Giving a platform like this to more current players is a great way to continue their dedicated love and passion for the sport directly into coaching, allowing them with all the right background knowledge and course qualifications to progress even further in their career.
As players approach the end of their careers, opportunities in the media and other expected avenues open up. This ‘luxurious pull’ can be difficult to resist, but if players wish to keep their place on the sidelines they need to have the ambition and commitment to achieve it. Former England and Arsenal captain Faye White highlights the need for players to make sacrifices in order to carve out a career beyond game-days, saying “it’s got to come from the drive of that individual… have that type of lifestyle.” The 37-year-old continues her punditry duties where time allows, understanding the difficulties involved in moving away from football as a player and into life after sport.
Grainger believes that it takes passionate players to become successful coaches and has praised the FAW for recognizing these players. Through her experiences at WSL clubs, she has seen first-hand how coaching badges can improve a player’s understanding of the game. Though many of those interested in getting their qualifications undervalue the dedication it requires, Grainger highlights just how time consuming the process can be for those truly dedicated to becoming great coaches. She suggests that this is what sets serious coaches apart from others and will take them from being average players to becoming leading coaches in the industry.
Jen Beattie, a former Scotland international and current Arsenal player, has noticed that more of her female colleagues are starting to consider life after playing football. As an example, she cited the cases of Viv Miedema and Beth Mead who are both doing their UEFA B while still playing on the field. Jill Scott also stands out in her enthusiasm for working in the world of coaching even though she is riding a wave of success from her stint as a contestant on I’m a Celebrity. Beattie believes Scott will go back to coaching as soon as she is able due to her passionate appreciation for the sport. It’s clear that players such as these three have or are taking steps to diversify and prepare for life after playing in order to ensure they have options when it’s time for them to hang up their boots.
Women’s soccer, which is increasingly rising in popularity, has become an amazing platform for personal development both on and off the pitch. Clubs these days are offering amazing resources to female athletes which help them achieve their full potential. Superstars such as Jill Scott and Viv Miedema not only excel on the field but are also becoming football brains with a great passion for the tactical side of the sport. With soccer stars like them having a plan B to fall back on towards the future, it projects positive images that have made their mark in women’s game. Many have suggested that Miedema in particular might take up some role in coaching or management where her expertise would be undeniable, shaping generations of female soccer icons.
Motherhood and management can be a challenging combination, especially in the world of professional sports coaching. While some female coaches choose to wait until after retirement to start a family, others face the tough task of balancing both roles simultaneously.
As we see in the Women’s Super League (WSL), there are currently three managers who are mothers. However, the guilt of juggling both full-time roles can be overwhelming. Chelsea coach Emma Hayes recently spoke about her struggles with leaving her son behind to attend a match, highlighting the challenges that working mothers face.
The decision to have children can also impact career trajectories. Former England Women’s captain Faye White retired from playing 10 years ago and considered a move into coaching, but ultimately decided the timing wasn’t right after having her first child. She acknowledges that it’s possible for women to balance coaching and motherhood, but it often depends on the family dynamic and support system.
For some female coaches, alternative career paths such as media work may be more conducive to balancing work and family life. Ultimately, finding the right balance between career aspirations and family responsibilities is a personal decision that requires careful consideration and planning. The challenges of motherhood and management may be daunting, but with determination and support, it is possible to succeed in both.
The lack of female coaches in football is a problem that needs to be addressed, and it requires a change in social attitudes and stereotypes that have long been embedded in the industry. While there are initiatives aimed at increasing the number of girls playing football, the focus must also be on offering coaching courses in a variety of ways, so women can attend female-only courses or mixed courses if they wish. Male allies can play a crucial role in opening up the pathway for female coaches to work in the professional men’s game. The goal is to increase the pool of female talent, make visibility a priority, and give people opportunities to work at grassroots level and identify the next pool of coaches. Ultimately, the aim is to normalise the idea of women working in the men’s game, so it becomes the norm, and female coaches have the choice and support they need to succeed.
