Women in the Football Business: How to Break the Glass Ceiling

Women are largely underrepresented in the sports industry. This is not due to lack of  qualifications or knowledge, but rather to exclusionary structures. Some time ago, I interviewed for an unpaid internship at a small start-up in the  football industry. It looked like the perfect chance to gain experience and take the  next step in my career. On paper, I was more than qualified, holding a master’s  degree and years of experience beyond what the role even asked for. Yet in the  interview I was told: “We’re not sure you’d fit in here, we’re more of a club of football nerds.” 

^{📸 via Gabriella Valentine [HerWayToGlory]}

In that moment it became clear: it wasn’t about my skills or motivation. It was about me being a woman. Later I learned that the company didn’t have a single female  employee. This isn’t an isolated case. It happens every day to women trying to  pursue a career in the football business. 

According to an analysis by the MBS Group (2022), only 9% of board members at  Premier League clubs are women, and to date there has never been a female  manager in the league. A report by Women in Sport (2017) shows that the proportion  of women in leadership positions across all sports is around 24%. In comparison, the situation is slightly better in women's football: around 24.5% of  directors in WSL and Championship clubs are women. But even here, many top  positions are still dominated by men. 

Climbing the Ladder: Strategies for Women in Football Leadership

For men, passion is often enough to take the first steps in a football career. If not  through a degree, then via the typical pipeline: from being an ex-player to roles in  coaching or scouting to eventually a position in management or sports direction. The  barrier to entry into the industry is relatively low. 

Women, on the other hand, often choose an academic path because they feel the  need to justify their place within the industry. From sports management and media  studies to economics, there are many different possibilities for building a solid  foundation. Nevertheless, the doors to the top often remain closed if you don't have  the right networks. 

That is why additional measures are so important. Programmes such as the UEFA  Women's Football Leadership Course or mentoring initiatives bring young women together with decision-makers in a goal-oriented manner. Research shows that women with mentors are twice as likely to reach leadership positions as women  without mentors. 

That's why it's incredibly important to build a network early in your career. LinkedIn is  an important tool, not only for making contacts, but also for publishing, sharing and  interacting to showcase your expertise and growth. But networking goes far beyond  simply ‘adding’ people on the internet: 

• Start with like-minded people: Connect with fellow students, colleagues or  other women who are also just starting out in the football business.

These relationships often develop in parallel and can later become valuable support  systems. 

• Join initiatives and communities: Organisations such as Women in Football  (UK) or Women in Sport offer mentoring programmes, workshops and  networking events. Getting involved early means access to knowledge, role  models and opportunities.  

• Make your expertise visible: Share your views on football culture, your  learnings or discoveries from your studies or analysis of the game. It doesn't  have to be a lengthy essay – a short LinkedIn post, Twitter/X thread or TikTok  can help you be seen as a voice in the field.  

• Actively look for mentors: Don't wait for a mentor to be reach out to you. The  best way to get started is to reach out to people whose career path inspires  you. A polite message with a specific question can often get you started. 

• Build contacts offline as well: attend local games, panel discussions or  conferences. Many opportunities in football still arise in informal situations – it's important to be present even when it is scary to be in unfamiliar  surroundings. 

• Offer support instead of just asking for things: Networking is about the give  and take. Share job adverts, recommend peers, or celebrate others'  successes. People remember those who support them. 

By using a mix of visibility, relationships, and continuous learning, women can slowly  break down the barriers of the ‘old boys' club.’ Networks aren't just for career growth,  they're also a safety net, a sounding board, and a space. 

Why Women’s Voices Matter in Football Business 

It's not just about quotas. It's about perspectives. When only men make decisions,  football is viewed through a single lens. Women bring different experiences, ask  different questions and set different priorities. 

And that enriches football. Football is not just a men's sport, it is a social sport.  Without women's perspectives, half of reality remains invisible. 

SOURCES: 

MBS Group (2022), Diversity in Football Leadership: LINK 

Women in Sport (2017), Beyond 30% Report: PDF 

UEFA, Women’s Football Leadership Programme: LINK 

Women in Football, Mentoring Programme: LINK 

Women in Football (2023), Annual Report – Our Programmes: LINK 

Walker-Sands et al. (2025), Mentorship programmes to increase the number of female coaches: a systematic  review, International Journal of Sport Policy and Politics: LINK