Women In Football Survey Exposes Lived Realities Of The Game
Women in Football’s fifth annual industry workforce survey results show discrimination is persistent and widespread and that systems for reporting are ineffective, highlighting how workplace culture is also a significant barrier.
The report released on Thursday (25th Sept) highlights these three realities for those working in the game.
Additionally, data from respondents of ethnic origins underrepresented in the industry demonstrates that football’s diversity problems run far deeper than just gender.
The report shows there are institutional barriers which go beyond individual behaviours, which highlight systemic exclusion, but despite the challenges, respondents expressed some optimism with early 4 in 5 remaining positive about the prospects for women in the football industry.
Speaking of the report, Women in Football CEO, Yvonne Harrison, said: “The headline data from the 2025 survey remains relatively static, and in many areas, bleak. They are not just numbers: they are the lived experiences of people working in the game, and they deserve better.
“If the industry is to change, we need to recognise these hard truths. We can safely assume that the real levels of discrimination are even higher, with a third of female respondents stating they had not reported incidents due to a lack of faith and trust in workforce processes, or for a fear of retribution.
“We cannot keep relying on the resilience of women. We need women to be supported, valued and recognised. These are not questions of cost. It is a question of culture, and a commitment to ensuring psychological safety.
“WIF remains steadfast in its belief that a more diverse workforce is a better workforce which the whole game benefits from. We are determined to continue working with our industry partners across the myriad topics highlighted by our survey to support more organisations to move towards becoming truly gender-inclusive employers.
“With women’s voices informing solutions, and men being an active part of the conversation, demonstrating true allyship in action.”
Earlier this month, WIF’s Equity, Equality, Diversity, and Inclusion Advisory Group met for the first time, a recognition of how, through a deeper awareness and understanding of intersectionality, WIF can work with football’s stakeholders to lead change.
From governing bodies, leagues, and clubs, to broadcast, commercial and media partners, WIF will drive positive change and challenge discrimination. WIF will also continue to be an active sparring partner, convener and supporter to the government, Parliament and Ofcom in relation to evolving legislation such as the Online Safety Act and Employment Rights Bill.
Ebru Köksal, Women in Football Chair, added: “This year’s findings provide us with the evidence to both confront discrimination and celebrate progress. They also show that barriers are often higher when gender intersects with other underrepresented identities, reminding us that intersectionality must inform real solutions.
“Women in Football will continue to work with the industry to break down these barriers and ensure the game becomes inclusive for every woman. Together, we can turn evidence into action, and action into lasting, systemic change.”
Key findings from Women in Football’s 2025 survey:
– More than half of women working in football say no action was taken after reporting gender-based discrimination in the workplace.
– 69% of men believe women must work harder than men to receive the same recognition and benefits. The figure rose to 86% for female respondents.
– 78% of women have experienced discrimination based on their gender in the workplace. Over half of women reported experiencing sexism or misogyny.
– Discrimination, online abuse, career progression obstacles, and a lack of support adversely impact a higher percentage of women in football from underrepresented ethnic groups.
– Nearly 4 in 5 remain optimistic about the prospects for women in the football industry.
The survey data was analysed by Upshot, a fully registered community interest company.
– 867 (759 women, 100 men and 8 non-binary) people responded to the survey
– 12% of respondents are from underrepresented ethnic groups
– 71% of respondents are in full-time work
– 65% of respondents are under the age of 45
– 14.6% of respondents are executives, CEOs or directors
– 16.8% of respondents are in entry-level positions
