Benefits of having gender balance on state sport and active recreation boards

On this page

• Research purpose
• Key findings
• Why is this important?
• Key recommendations
• Access the full report

Research purpose

The research aimed to determine the impact of the Balance the Board Policy on 3 key areas within sport and active recreation organisations:

• Process: the process organisations went through to achieve gender balanced boards, including challenges experienced and strategies used
• Performance: the impact of increasing the proportion of women on boards on board performance
• Experience: the impact of increasing the proportion of women on boards on directors’ experiences in boardrooms

This research was undertaken by Deakin University, funded through the Change Our Game Research Grants Program. It was released in June 2024.

Key findings

Achieving gender balance on boards

• Substantial increases in women’s board representation were achieved.
  • From 2017 to 2023, the number of sport and active recreation bodies with gender balanced boards increased from 45% to 94% across more than 100 sport and active recreation organisations.
• Achieving the target of at least 40% women on boards was a difficult process for many organisations, requiring effort and commitment.
  • Organisations worked hard to implement strategies over time to attract and retain women on their boards, overcoming challenges and operating in resource constrained environments.
• The sport and active recreation sector worked collaboratively to achieve gender balanced boards.
  • The Office for Women in Sport and Recreation, Sport and Recreation Victoria, Vicsport, VicHealth and sport and active recreation organisations collectively contributed to achieving board gender balance, in a collaborative way.
• Leaders of sport and active recreation organisations, often men, were key in driving change and supporting women’s board representation.
  • The attitude of organisation leaders towards women’s board representation was crucial and contributed to the inclusion of women on boards, particularly by valuing the skills and abilities of women directors.

Policy outcomes

• Board processes became more professionalised in response to steps taken to attract and retain women on boards.
  • Structured and professional recruitment strategies were used to target women, which served to provide a more professionalised approach to board processes including board operations, elections, and appointments.
• Women directors brought key experience and skills to boards which enhanced board dynamics and decision-making.
  • Women directors often bring skills including governance, strategic planning, leadership, sport knowledge, and risk management.
• Women directors were found to positively impact board culture and dynamics, diversity management, strategic planning, and board processes.


• Having a critical mass of women on boards improved the experience of women directors.
  • As the proportion of women on boards increased, women directors felt welcomed and valued, and more comfortable asking questions and contributing to board discussions and decisions.

Why is this important?

Having gender diversity on boards of sporting organisations contributes to more effective decision making, communication, positive culture and better risk management. A diverse representation on boards also brings an understanding of the diverse needs of its members and reflects the diversity of the Victorian community.

Prioritising gender diversity on boards means that merit-based appointments are made from the significant experience and skills of current and emerging women leaders across the state

Key recommendations

The research identified a range of strategies for sport and active recreation organisations and boards to support gender diversity its board.

Access the full report