New insights from the Women in Golf Awards offer practical guidance for club managers on supporting and retaining women in golf.
As proud sponsors of the Women’s Leadership Award at the Women in Golf Awards, the GCMA is pleased to support initiatives that drive progress and inclusivity across the golf industry. With the 2025 Awards returning to Foxhills this November, the team behind the event has published key findings from its recent Education and Insights Day, an initiative designed to support and connect past award recipients.
Hosted in collaboration with CMM and the Bernhard Academy, the day brought together women working across all areas of the golf industry to share experiences, explore challenges, and identify ways to drive change. The Executive Summary from the day is now available to download here.
The findings reflect a deep-rooted passion for golf, a strong commitment to progress, and an honest assessment of the structural and cultural barriers that still exist for women in the industry.
“Many people outside of golf still believe that it’s an industry that isn’t welcoming for women,” says Women in Golf Awards founder Nicole Wheatley. “But the real-life experiences of the women working in the game don’t support that. Yes, there are challenges, just as there are in other sectors, but there are also many excellent employers in golf who are facilitating real change.”
The report highlights how external barriers are often matched by internal ones, such as a hesitancy to speak up or the belief that one’s voice may not be valued. These are often the result of underrepresentation and long-standing cultural perceptions, but the report also points to real momentum and change across the industry.
Importantly for club managers, the findings emphasise the role men can play as allies and mentors, and the importance of representation in leadership roles. Encouraging women to take up visible positions and giving them space and confidence to lead are shown to be key drivers of inclusion and retention.
Nicole adds: “Through community, mentorship, and intentional leadership, our industry has a real opportunity to evolve. We’ve seen that the Awards and surrounding initiatives are already giving women the confidence and networks to thrive, and we’re just getting started.”
Looking ahead, the 2025 Women in Golf Awards will include the first ever CPD courses held on the day of the event, alongside the return of the Education and Insights Day later in the year. Ambitious plans are also in place for further research into the experiences of women working in golf, ensuring this important work continues well into the future.
Key takeaways
- Intentional leadership drives inclusion and retention: Golf Club Managers play a critical role in creating inclusive cultures. Actively supporting women into leadership roles, encouraging visibility, and fostering confidence through mentorship can significantly improve retention and performance across the club workforce. It’s not just about hiring, it’s about backing talent to thrive.
- Allyship isn’t optional — it’s essential: The findings underscore the powerful impact male allies and mentors can have in supporting women in golf. Managers should ensure that allyship is a visible, ongoing part of club culture, with men using their influence to amplify voices, challenge bias, and support career development for women across all departments.
- Representation and community build momentum: When women see others like them in visible, successful roles, it creates a ripple effect. By supporting peer networks, CPD opportunities, and events like the Women in Golf Awards, managers can contribute to a stronger, more connected community that actively dismantles outdated perceptions of the industry.
