It’s no secret that men dominate senior management positions across all industry sectors and issues such as the gender pay gap are routinely raised in the media. This month, Alisha Smith and Deb Goldberg from FUEL have decided to raise the question of why there are so few women in leadership roles within the Australian fitness industry. Despite the fact that women make up the majority of gym-goers, they are significantly underrepresented in positions of leadership within the industry. So why are more women not progressing faster in senior fitness roles?
I’ve spent over 16 years as a female working in the male-dominated firefighting industry and interestingly enough, I was privileged to attend a Women’s Leadership Conference held by Fire & Rescue NSW just last month. When Alisha and the FUEL Summit team announced the upcoming Think Tank, I reflected on the discussions around this very same issue in the firefighting world and how it relates to the fitness industry. While the ratio of men vs women in the fitness industry is split fairly evenly (especially compared to an organisation such as FRNSW, where female firefighters sit at only around 10%), there is still a glaring lack of women holding senior leadership positions.
So why is it still so difficult for women to break through barriers and achieve positions of leadership?
Reasons why women aren’t advancing faster in senior fitness positions
Lack of Representation and Role Models
You may have heard the saying ‘You can’t be what you can’t see”. Limited representation of women in leadership positions within the fitness industry can make it challenging for other women to envision themselves in those roles. When we don’t see many female leaders, it can be harder to believe that we can achieve similar positions of authority and influence.
Although it might seem daunting, it’s important for women to actively seek out and connect with others who have been able to achieve success at the level they themselves aspire to. This person doesn’t have to be a woman – don’t discount the amazing male mentors out there who want to help you reach your goals. Listening to the guidance and experience of those who have walked the path before you can provide inspiration, support, and practical insights.
Establishing Professional Networks and Having Access to Mentors
Following on from my last point, it can be challenging to advance in any industry without access to mentorship and networking opportunities. Unfortunately, this is an area where women can struggle compared to their male counterparts. According to a survey by the IDEA Health and Fitness Association, only 35% of female fitness professionals have access to a mentor, compared to 52% of men.
Networking is crucial in many industries and the fitness world is no exception, as it can lead to new job opportunities, collaborations, and business partnerships. Historically, women have faced barriers to networking for a variety of reasons. Men can form stronger social bonds through playing on a local sporting team together or getting together for “boys nights”. A male mentor may also be more likely to take another male under their wing, partly because they see more of themselves in that person (subconscious gender bias) and in some cases, they might even be hesitant to give special attention to a female mentee for fear of it being interpreted as a sexual advancement. So, while it’s often not a deliberate move to exclude women, the mentoring relationships between men and influential males that can advance their careers may occur more organically. Without mentorship and networking opportunities, women in the fitness industry may struggle to progress into senior roles and achieve their full potential as leaders.
The ability to attend conferences, seminars, and workshops can be more difficult for women compared to men. The fact that women often take on a larger share of domestic and family responsibilities can make the idea of travelling overnight to attend such events more logistically challenging. The Australian Bureau of Statistics report that women are more likely than men to spend time on unpaid indoor housework, cooking and the care or supervision of children.
This can turn in to a chicken-or-egg style argument, with the situation being that if a male parent earns more or has a more senior role, it makes sense that they might work longer hours and therefore the female parent takes on more of the domestic chores. But, at what point does this shift? Surely, unless a woman is pregnant or there are children requiring breastfeeding, either parent, regardless of gender is just as capable of taking on those unpaid responsibilities and allowing their other half to lean in to their career?
This is a systemic issue in our society and one that creates a fair bit of discussion. For many women, they would love the opportunity to be able to focus more on their professional goals, but it just isn’t financially viable if their male partner has a higher wage. Over recent years, government policies around paid parental leave are helping to make that more of an option for some families. In other cases, it’s not socially acceptable for a woman to be the primary earner and allow the father to take on most of the caring responsibilities. This can be due to cultural or generational expectations and will likely shift slowly over time. For some women, their desire to be more available for family and domestic responsibilities far outweighs any professional aspirations and they may have no qualms about their career progression being affected.
Gender Bias and Stereotypes in the Fitness Industry:
It’s frustrating how gender stereotypes and biases are still holding women back in the fitness industry. Common stereotypes associated with women in fitness roles include them being branded more as “instructors” and men more as “trainers”. Women are also pigeon-holed with specialising in cardio and modalities such as yoga and Pilates rather than strength training.
When it comes to how society perceives women vs men in leadership positions, there are some deeply ingrained subconscious beliefs to acknowledge too. A man who shows competitiveness at work is seen as “ambitious and driven”, whereas a woman showing the same sort of career drive can often get described as “aggressive”. A man who speaks his mind gets labelled as “assertive” and yet his female counterpart gets branded as “rude”. Unfortunately, there are still preloaded perceptions of what it is to be masculine and what it is to be feminine – and for some people, the strong woman conflicts with their deep-seated preconceived image of the caregiver and nurturer.
An international online survey of fitness industry managers and business owners was conducted by the Women in Fitness Association (WIFA) and software company Sport Alliance last year revealed a significant difference between men and women in leadership roles in the fitness industry.
The data showed 70% of men surveyed being self-employed gym owners by comparison with 29% of women. This top-heavy gender disparity at business owner level then flows down through the workforce. Unconscious gender bias is not something people do deliberately or maliciously. As humans, we are subconsciously inclined to be drawn to others who remind us of ourselves or who we relate to best. That means, as top-level managers, a male is more likely to favour another man during the hiring process (and the same goes for a woman hiring another female). When the rate of business ownership is so heavily skewed towards men, the next level of senior management becomes more likely to be men and so on and so forth.
Photo by Karolina Grabowska
So why are so many more men self-employed gym owners compared to women?
Women are more likely to take breaks or reduce their working hours to accommodate family needs, such as maternity leave or caring for young children. These career interruptions can have long-term consequences, including reduced opportunities for promotions, skill depreciation, and a widening gender pay gap. All of these factors can affect a woman’s confidence when it comes to taking the plunge and stepping into self-employment. Men, on the other hand, typically experience fewer interruptions and can continue progressing in their careers more seamlessly.
The risks and uncertainties associated with owning your own business such as financial instability and long working hours can be deterrents for women who might be planning to become pregnant or are already caring for young children.
Balancing Roles and Expectations as a Woman in the Fitness Industry
Balancing family responsibilities and a career can be particularly challenging for women. The demands of childcare, managing household tasks, and caring for aging parents often fall disproportionately on women. This can result in women having less time and energy to invest in their careers, making it difficult for them to compete on an equal footing with men who may have more support or fewer caregiving responsibilities.
There is also an element of pressure on both men and women in the fitness industry to maintain a particular physical appearance. While maintaining a certain physique may affect both men and women in the industry over the years, managing the physical changes that childbearing can have on the body can be an added challenge for women. This might not just be outwards appearances, but also the way that pregnancy and childbirth can affect their ability to instruct or participate in certain high impact exercises afterwards. This can have a negative effect on both the woman’s confidence when it comes to “leaning in” at work and putting herself forward for promotional opportunities as well as how she is perceived by others.
Pay Inequality and the Gender Pay Gap
Unfortunately, the gender pay gap remains a pervasive issue in the fitness industry.
One way to combat the lack of gender diversity in senior fitness roles is by implementing strategies such as mentorship programs (as previously discussed), which provide women with the necessary skills and guidance to advance in their careers. By connecting female fitness professionals with experienced leaders, they can gain valuable insights into navigating the industry and building their own networks.
Another strategy is to prioritise diversity and inclusion when hiring for senior fitness roles. This means actively seeking out and encouraging women, as well as other underrepresented groups, to apply for leadership positions. By creating a more diverse and inclusive leadership team, fitness companies can better understand and serve their customers, as well as provide more opportunities for career advancement to a wider range of individuals. Overall, it’s important to recognise the value that diversity brings to the fitness industry and to prioritise it in all aspects of leadership development.
Discrimination and Harassment in the Workplace
Experiencing discrimination or harassment at work can definitely impede a woman’s advancement in the fitness industry. Not only can discrimination and harassment create a toxic work environment, but it can also affect a woman’s confidence and motivation to pursue higher-level positions. It’s crucial that fitness companies and organisations take proactive steps to prevent and address these issues and provide a safe and supportive work environment for all their employees. By addressing these issues, we can create a more equal and inclusive fitness industry where women can thrive and succeed in their careers.
Photo by Candice Epthorp
In conclusion, the lack of progress for women in senior fitness roles can be attributed to a number of factors, including gender biases and a lack of access to mentorship and networking opportunities.
There is a glaring disparity between the number of male and female self-employed business owners in the fitness industry, which without deliberate steps to address gender bias, can affect top-down hiring decisions. Discrimination and harassment in the workplace are also barriers for women, making it difficult for them to feel safe and supported in their careers. Women often lack access to mentorship and networking opportunities, which can be critical for career growth and development.
To address this gender gap, the fitness industry needs to take proactive measures to combat gender biases and provide equal opportunities for women in senior fitness roles. This can include providing mentorship programs, promoting diversity and inclusivity in the workplace, and implementing flexible working arrangements where possible to assist women who are juggling a higher load of domestic and caring responsibilities. Taking these steps can help women have an equal chance to succeed in senior fitness roles and that the industry as a whole can benefit from their expertise and leadership.
Keep pushing forward, celebrate your achievements, and encourage those around you to back themselves!
The Fuel Women’s Think Tank is a new initiative designed to share ideas and experiences about career roadblocks or ways to progress women into more leadership roles within the industry. If you’re a woman in the fitness industry and would be interested in joining the Fuel Women’s Think Tank, go to the Fuel Summit’s Facebook Page to register.
The session will be held on 22nd June 2023 at 12pm (Sydney time).
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