Course Content
Introduction
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Purpose and Objectives of the Framework
Importance of Gender Mainstreaming in Coaching Education
Methodology and Development Process
Key Findings from SheCOACH Research
Institutional Capacity Assessment for Gender Equality
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Institutional Capacity Assessment for Gender Equality
Understanding Institutional Readiness
Key Indicators for Gender-Responsive Coaching Education
Self-Assessment Checklist for Institutions
Key Requirements for Effective Gender Mainstreaming
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Key Requirements for Effective Gender Mainstreaming
Institutional Commitment and Leadership Support
Policies and Regulations for Gender Equality
Allocating Resources and Building Capacity
When, What, and Where to Mainstream Gender in Coach Education
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When, What, and Where to Mainstream Gender in Coach Education
Identifying Key Areas for Integration
Gender-Inclusive Curriculum Design
Representation and Participation of Women in Coaching
Gender-Responsive Teaching and Learning Approaches
Techniques and Tools for Gender Mainstreaming
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Techniques and Tools for Gender Mainstreaming
Conducting a Gender Audit in Coaching Programs
Integrating Gender Equality in Coaching Certification Programs
Training Modules and Educational Materials
Addressing Gender Bias and Stereotypes in Sport Coaching
Developing a Gender Mainstreaming Plan
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Developing a Gender Mainstreaming Plan
Key Components of a Gender Mainstreaming Plan
Roles and Responsibilities of Stakeholders
Setting Objectives and Expected Outcomes
Monitoring and Evaluation System for Gender Inclusion
Implementation Strategies for Coaching Education Providers
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Implementation Strategies for Coaching Education Providers
Best Practices and Case Studies from Coaching Programs
Best Practices and Case Studies from Coaching Programs — Italy
Best Practices and Case Studies from Coaching Programs — Greece
Best Practices and Case Studies from Coaching Programs — Slovenia & Europe
Best Practices and Case Studies from Coaching Programs — Europe
Best Practices and Case Studies from Coaching Programs — Spain
Best Practices and Case Studies from Coaching Programs — Cyprus
Best Practices and Case Studies from Coaching Programs — Austria
Overcoming Barriers to Gender Mainstreaming
Action Plan for Sports Federations and Coaching Associations
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Action Plan for Sports Federations and Coaching Associations
Policy Recommendations for National and Regional Bodies
Creating an Inclusive Coaching Environment
Strengthening Mentorship and Support Networks for Women in Coaching
Advocacy and Awareness Campaigns
Monitoring, Evaluation, and Reporting
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Monitoring, Evaluation, and Reporting
Key Performance Indicators for Gender Equality in Coach Education
Data Collection and Reporting Mechanisms
Feedback and Continuous Adaptation of Strategies
Digital Accessibility and Dissemination
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Digital Accessibility and Dissemination
Leveraging the SheCOACH Platform
Strategies for Engaging Stakeholders and Target Groups
Conclusion and Recommendations
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Conclusion and Recommendations
Summary of Key Actions for Gender Mainstreaming
Future Directions and Sustainability Measures
Call to Action for Sports Organizations and Coaching Educators
6 — Framework for gender mainstreaming in coach education

Self-Assessment Checklist for Institutions

To support institutions in identifying where they stand and what steps they might take, this framework offers a self-assessment tool. The checklist is intended to stimulate internal dialogue, guide planning, and surface both strengths and gaps in gender responsiveness. It can be used periodically to track change, as a requirement in internal evaluations, or as part of an accreditation or quality assurance process.

Some of the key questions an institution should ask itself include:

  • Does our leadership actively and publicly support gender equality in coaching education?
  • Do we have a written policy or strategy that addresses gender mainstreaming?
  • Are women equitably represented in leadership, teaching, and curriculum development roles?
  • Are our course materials free of gender bias and inclusive of different coaching pathways and identities?
  • Do we offer training and support to staff on gender-sensitive practices?
  • Have we conducted a gender audit or equity review within the last three years?
  • Do we gather and use sex-disaggregated data in our planning and evaluations?
  • Do our recruitment and admission procedures include measures to improve gender balance?
  • Are safe reporting mechanisms in place for incidents of harassment or discrimination?
  • Do we collaborate with women’s sports networks or gender advocacy organizations?

The checklist is not about perfection, but about progress. Institutions are encouraged to use their responses as a foundation for planning, set specific and time-bound goals, and revisit the checklist regularly. When used in this way, the self-assessment becomes not just a diagnostic tool, but a driver of real institutional change.

In addition to the checklist provided above, institutions may also benefit from using the “Gender Equity Assessment Tool” by Ann Murray-Brown (2019), which assesses equity across five dimensions: Access, Participation, Resources, Benefits, and Decision-making. Each domain is rated from 1 (no equity) to 5 (full equity). This method provides a quick visual overview of institutional gender dynamics and can support structured reflection and reporting.

Figure 1. Gender Equity Assessment Rubric adapted from Murray-Brown (2019), used to self-assess institutional equity across five dimensions.

Source: Murray-Brown, A.M. (2019). Useful tool to assess gender equity: WHO Gender Responsive Assessment Scale: Criteria for assessing programmes and policies https://www.annmurraybrown.com/single-post/useful-tool-to-assess-gender-equity

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