World Triathlon Development and Education has released the Female Coaches in Triathlon – Status Study and Development Plan (2025), presenting the most comprehensive analysis to date of the experiences, challenges, and opportunities for women in triathlon coaching.
Gender equality in triathlon coaching is essential not only for fairness but also for the growth and quality of the sport. A diverse coaching workforce brings broader perspectives, fosters innovation in training methods, and ensures athletes of all backgrounds feel represented and supported. World Triathlon has a strong history in gender equality, being one of the first sports to mandate equal prize money, equal race distances, and equal promotion of athletes across genders. Extending this same commitment to coaching is the next step—ensuring women have equal opportunities to lead, mentor, and shape the next generation. True gender balance in coaching is therefore not just a matter of equity—it is a driver of excellence, inclusivity, and long-term sustainability for triathlon worldwide.
The study combined ten years of World Triathlon data (2014–2024) on certifications, accreditations, and development camps with 127 survey responses from female coaches across 55 countries.
The findings reveal persistent underrepresentation, systemic barriers, and a pressing need for change.
Key Findings
- Certification: Only 30% of World Triathlon-certified coaches are women, with the largest gap in Asia.
- Retention: Female coaches demonstrate stronger commitment, retaining their certification at 71% compared to 63% for men.
- Event Accreditation: Women account for just 14.6% of accredited coaches at World Triathlon events, with Europe showing the lowest female representation (12%).
- Development Camps: Female participation remains low (20%), particularly in Africa and the Americas.
- Coach Profile: Most female coaches start in their mid-30s, coach >30 athletes (mainly women aged 24–39), and often balance coaching with another career.
- Barriers Identified: Gender discrimination, lack of mentorship, limited visibility, family responsibilities, and safeguarding concerns.
Insights from Female Coaches
- Over 60% of surveyed women reported experiencing gender-based bias in coaching roles, ranging from reduced respect and recognition to pay inequality and harassment.
- Many also highlighted the lack of female role models and mentorship opportunities.
Despite these challenges, female coaches consistently demonstrate balancing multiple jobs to support their coaching financially, strong 'soft skills' such as dedication to the welfare of their athletes, and a high athlete load — underscoring the untapped potential for growth and leadership in the sport.
Development Plan
The Female Coaches in Triathlon – Status Study and Development Plan (2025) sets out a multi-layered strategy to expand opportunities for women in coaching, while addressing the structural barriers that continue to limit progress. World Triathlon’s Development and Education team has identified four priority areas where change can take immediate action.
By combining stronger visibility, inclusive accreditation policies, and targeted education pathways, national federations are strongly encouraged to create an environment where women can not only enter coaching but thrive and lead at all levels of triathlon.
1. Education Opportunities
- Expand course delivery with gender-balanced quotas.
- Provide female-only pathways and development camps.
- Create tailored CPD modules addressing female-specific needs (e.g., physiology, rest and recovery).
- Encourage elite female athletes to transition into coaching careers.
2. Retention and Career Development
- Support retention through structured CPD, mentoring, and career planning.
- Increase visibility of female coaches through media, recognition programs, and role models.
- Strengthen safeguarding policies to ensure safe, inclusive coaching environments.
3. Event Accreditation & Accessibility
- Introduce gender-based accreditation requirements (e.g., mandatory female coach if a second accreditation is requested).
- Ensure quotas are applied to accreditations, guaranteeing female representation at major competitions.
4. Camp Participation & Coaching Experience
- Require national federations to include minimum female coach representation at development camps.
- Provide meaningful, hands-on involvement in coaching projects to build confidence and pathways to leadership.
The study confirms that female triathlon coaches face systemic underrepresentation and multiple interconnected barriers that limit their advancement. While a committed and highly competent cohort of women is already certified, progress is hampered by insufficient institutional support, societal expectations, and structural gender biases. These findings highlight the urgent need for NF's to intervene and promote gender parity, ensuring that women have equal opportunities to lead, mentor, and thrive in triathlon coaching worldwide.
