Breaking the Touchline Barriers: The Hidden Challenges for Women in Coaching

Better representation for women in coaching and development of the female coaching pathways are pivotal to mirror the growth of the women’s game.

So many elite women’s footballers retire young in comparison to other industries, yet so few turn to top-level coaching after hanging up their boots. The most successful in the field are often ex-professional footballers, Sarina Wiegman and Renée Slegers two that immediately come to mind. With a wealth of first-hand experiences on the pitch, alongside in-depth knowledge of the game and the requirements of being a successful footballer, professional footballers are often expected to take the coaching route once retired from on-pitch duties. However, this is not the reality.

Only a small number of footballers consider the possibility of becoming coaches after their retirement. And others grow up without the possibility of pursuing a coaching career. There are several challenges faced by women and girls with aspirations of being the next top female coach: structural barriers, the ‘player to coach’ myth, a lack of awareness and representation, and financial burdens.

But with increasing numbers of women participating in football and growth like never before, why does the shortage of female coaches – especially from grassroots to professional football - still exist?

The ‘Player to Coach’ Myth

It is often assumed that the role of a footballer and a coach are interchangeable, but this is a misconception that has surrounded the game for decades.

To become a successful coach, many skills required cannot be taught, only enhanced: leadership, tactical understanding, long-term planning and communication to name a few. For many, coaching does not seem the natural option following on-field retirement, as the transition from player to coach requires leadership instincts and understanding. With less coaching pathways available to female footballers - in comparison to the men’s game – ex-footballers are more likely to pursue careers in other fields. In sports media and punditry increased representation for women is being seen, making them seem a more plausible and perhaps simpler route.

Emma Hayes, however, is the perfect example to prove that years of playing experience are not vital to become one of the most-successful coaches in the women’s game. The head coach of the USA Women’s National team – and former Chelsea Women’s head coach – defied the odds and worked her way to the top. Despite wanting to pursue a career as a footballer, Hayes decided to take the coaching route after sustaining a career-ending injury aged only 17. She is now Chelsea’s most decorated manager and leading the USWNT through their FIFA Women’s World Cup Qualifiers. Despite starting her early career on the pitch, her strengths lie on the touchline.

Mentality plays a significant role in becoming a coach. Each footballer has their own identity, ambitions and mindset on the pitch; this is the same for each coach. Whilst players are expected to be natural leaders, this is not always the case. Patience, resilience and belief are essential to qualities embodied by the ideal coach. Hence, the ‘player to coach’ myth not always corroborating with reality. Both roles bring successes alongside challenges but cannot be interchangeable as many assume.

Structural Barriers in the Women’s Game

How can girls see a future in coaching with so little opportunities from grassroots level? Women’s football still lacks sufficient infrastructures to raise awareness of female coaching staff.

At grassroots level, unless the girls have a female coach, which is unlikely for most teams, there are few role models to inspire them to a coaching career. Although more topflight teams are seeing women take over coaching roles, there is still a strong disparity between men and women in these positions of leadership and influence.

For those competing at a professional level, the salaries are still minimal in comparison to their male counterparts. Following retirement from the pitch, women often seek more stable and well-paid jobs to become financially independent. In the coaching field, positions are often unpaid – and if offered can be at minimal wage – which would be an unlikely situation in men’s football. The risk of financial instability can be a key factor in ex-footballers choosing other careers post-retirement.

Another consideration is the price of coaching badges (UEFA licenses). The top coaching qualifications often come with financial burdens and time commitments, which hinders many from earning their UEFA licenses and having the desired credentials of a coach. Whilst some Barclays Women’s Super League clubs among others now offer players the chance to work on their coaching badges during their professional career, this is not consistent nationally or lower in the FA Women’s Football Tier Pyramid.

Tottenham Hotspur is an example of a club allowing players, such as Amanda Nildèn and Ella Morris to work on their UEFA licenses during their time at the club. This allows them to explore the possibility of coaching in their post-playing career, and in some cases benefits the club if they remain there until retirement. In addition, players with coaching qualifications are often recognised as standout leaders with resilience and belief during fixtures.

There is no doubt that more clubs should set higher standards and follow in these footsteps, opening the door to the idea pursuing coaching opportunities after retirement. Women and girls growing up in a footballing environment deserve the same possibility of having positive role models in coaching positions than in the men’s game.  

Lack of Representation

Without visibility and representation of female football coaches, the younger generations are led to believe that this should be a male-dominated sector. With fewer female high-profile coaches, there are fewer role models for young girls.

Arsenal’s Kelly Smith and Manchester City’s Steph Houghton are two women who have stepped into coaching roles with their former clubs. Lionesses and club legends paving the way for female coaches, giving the younger generations a role model and better representation for women in the coaching fielding. But there needs to be more. Girls need more female leaders to open their eyes to the possibility of following in their footsteps as coaches, not automatically thinking playing football is the only aspect of the game for them.

During the 2025/26 season, England’s topflight hosted 12 clubs: only four of these had a female manager. Therefore, only 25% of coaches leading the team from the sidelines each week is female. Whilst there are men who have seen great success behind the helm of women’s teams, it still leaves the question why there are not more women involved in these top coaching roles?

The women’s game is on the rise. The coaching pathway for women must follow this trend in its development. Women and girls need to be led be example with better representation and female role models, alongside a wider variety of opportunities from a young age – there is so much more beyond the possibility of only playing the game.