Inconsistent and non-transparent recruitment practices

Recruitment and selection practices can unintentionally limit participation and diversity. ²

• Recruitment processes are not always transparent, and reliance on existing networks can make it harder for new talent to be identified. ²
• Experience is often weighted more heavily than potential and capability, which can restrict opportunities for emerging coaches. ²
• The demands of coaching roles, including workload, remuneration, and support structures, can influence the attractiveness of positions. ²
• Many women report lower confidence in applying for and negotiating roles, despite having the relevant skills and capabilities. ²
• Opportunities for progression to high performance coaching positions can be influenced by earlier selection decisions for teams, events, and development programs. ²
• Focusing only on the people who apply for a role, rather than proactively seeking potential candidates, can limit the number of applications. ²
• Interview-based selection processes may favour certain candidates and do not always accurately assess coaching capability in practice. ²