Photo: Gin.bonasia
The Joy and Sorrow of Ski Coaching: Why Women Do It (or Don’t)
New EWAS Report Uncovers Realities of Women in Alpine Ski Coaching
A Profession of Passion—and Pressure
A new survey report published through the EU-funded Empowering Women in Alpine Skiing (EWAS) project offers a candid and data-driven look into the lives of women alpine ski coaches. Titled “The Joy and Sorrow of Ski Coaching: Why Women Do It (or Don’t),” the survey draws from 240 completed responses and reveals the motivations, challenges, and systemic barriers that shape women’s participation in the coaching profession.
Who Are the Women Coaching Alpine Skiing?
Most respondents were between 26 and 45 years old, reflecting a coaching population in its prime working years. A strong 71% held a bachelor’s or master’s degree, with another 12% holding a PhD. Nearly 60% did not have children, suggesting that the demands of coaching may discourage combining parenthood and career. However, those who are mothers often begin coaching once their children enter the sport.
Most women held at least a Level 2 national coaching certification, and 98% had experience racing competitively—41% for over 16 years. Coaching was primarily a paid profession, with nearly equal numbers working full time (45%) and part time (49%). Only 6% volunteered. The majority coached at the club level, typically with younger age groups (U10–U14), and very few held positions at national or elite levels.
Why Women Coach
Women coaches cited intrinsic rewards as their key motivation. The top factors were:
- Becoming a role model
- Helping female athletes reach their potential
- Enjoying the challenges, happiness, and excitement of coaching
Prestige, control over others, and financial gain ranked among the least important motivations—likely because such rewards are often absent in their roles.
Why Women Leave
Respondents identified 17 reasons they might leave the profession. The most significant were:
- Lack of financial incentives
- Limited time for family and friends
- Discriminatory practices by peers and administrators
- Growing time demands
Open-ended comments provided deeper insights. Respondents detailed workplace sexism, limited advancement beyond youth-level teams, unequal pay, lack of job security, and difficulties balancing coaching with parenting and health concerns.
Major Obstacles: Gender Bias and Structural Challenges
The report divided obstacles into four key categories:
- Gender Biases – Women face a lack of role models, exclusion from “boys’ club” hiring networks, and limited support from superiors. These topped the list of perceived barriers.
- Nature of the Job – Women reported high stress from poor work hours, pressure to produce results, and few opportunities for promotion.
- Conflict with Others – Difficult interactions with athlete parents were common. Time pressures and extensive travel were also seen as challenges.
- Professional Issues – Low pay ranked as the most serious problem. A majority also cited job insecurity and the appeal of other, more stable professions.
Respondents rated most of these factors on a 1–9 scale. Lack of advancement opportunities, pay disparities, and a male-dominated culture consistently received high obstacle scores.
What Would Help Women Stay or Return
When asked what would encourage them to continue or re-enter coaching, respondents emphasized:
- Better salary (17%)
- Improved work-life balance (15%)
- Supportive professional environments (14%)
- Better working conditions and job security
Respondents also called for fewer non-coaching duties, improved equipment and medical support, mentorship opportunities, and inclusive leadership. Only a small percentage emphasized family support or partner assistance.
Comments Underscore Structural Inequities
Free-text responses echoed the survey data. Women cited:
- Persistent sexism and male favoritism
- Coaching limited to beginner levels
- Financial insecurity and lack of benefits
- Physical demands and limited longevity
- Lack of professionalism and poor governance
- A broken system that favors affluent families
Respondents also highlighted poor leadership from national federations and ski resorts, particularly in countries with weak institutional support.
Conclusion: Systemic Reform Is Urgent
The report concludes that women in alpine ski coaching face a web of interconnected challenges—ranging from gender bias and economic inequity to personal and systemic limitations. These barriers lead to underrepresentation, high attrition, and missed opportunities for the sport as a whole.
Strategic Recommendations Include:
- Targeted programs to combat gender bias
- Enhanced support systems and professional development
- Equal pay and advancement opportunities
- Family-friendly workplace policies
- Public visibility and celebration of female role models
By addressing these barriers head-on, the EWAS project aims to increase women’s presence in coaching and leadership roles, strengthen the talent pipeline, and make alpine skiing more inclusive and equitable at every level.
To read the full survey report, click the link.
About the Author: Peter Lange
