Women in Australian sport: HSC PDHPE Option

Legacy syllabus. This page covers the former PDHPE Stage 6 syllabus (listed by NESA as PDHPE Stage 6 (2012)). The last PDHPE HSC exam was held in 2025. From the 2026 HSC, students sit Health and Movement Science 11-12 (2023) instead: see our HSC Health and Movement Science hub. Use this page only as background or for older revision material.

Women's sport in Australia has changed more in the last decade than in the previous fifty years. The AFLW launched in 2017, the WBBL preceded it in 2015, the NRLW followed shortly after, and the Matildas hosting the 2023 FIFA Women's World Cup produced a generational moment for Australian women's sport. This dot point covers the historical pattern, the recent changes, and what remains unequal.

The historical pattern

Australian women's sport has a long history that is more substantial than the standard narrative ("women's sport started with AFLW") allows.

Early-1900s pioneers

Women's swimming, surf life saving, tennis, and athletics had Australian champions from the early decades of the century. Fanny Durack won the first women's Olympic swimming gold in 1912 (the first year women's swimming was included).

Mid-20th century

Women's sport existed but was treated as marginal. Media coverage was negligible, pay was nonexistent (the sports were amateur), and many sports actively excluded women from elite competition.

The 1970s-1990s

Women's sport grew slowly. The Sex Discrimination Act 1984 progressively removed formal exclusion. Women's hockey, netball, cricket, and basketball developed strong competitive structures.

Cathy Freeman, Sydney 2000

The 400m gold medal and the Olympic flame lighting were a moment of national symbolic significance. Freeman's career was part of a broader shift in the visibility and prestige of Australian women athletes.

The 2010s-2020s explosion

The launch of professional women's leagues across multiple codes within a five-year period reshaped the landscape.

The professional leagues

• WBBL (Women's Big Bash League). Cricket Australia, launched 2015. Standalone tournament with substantial domestic broadcast deal. The most-developed women's professional competition in Australian sport on most metrics.
• AFLW (AFL Women's). Launched 2017 with 8 teams, now 18 teams aligned with the AFL men's clubs. Salaries have grown from sub-amateur to part-time professional.
• NRLW (National Rugby League Women's). Launched 2018, expanded to a full home-and-away competition from 2023. Some players are now full-time professionals.
• Super W. Rugby Australia's women's competition, launched 2018.
• A-League Women. Football Australia's national women's competition, predecessor (W-League) launched 2008.
• Suncorp Super Netball. Australia's elite netball league. Pre-dates most of the others.

Pay equity

Pay gaps in Australian elite sport remain substantial.

• The AFL minimum male salary is around $90,000+ (rookie list); the AFLW minimum is around $50,000-$60,000 (full-season contract, 2024 figures).
• The Matildas and Socceroos achieved nominal pay parity in 2019 through the collective agreement with Football Australia. Earnings still differ because international prize money and sponsorship pools differ.
• Cricket Australia has reduced but not eliminated gaps in domestic contracts.

The standard arguments cycle each negotiation: revenue, broadcast deals, and crowd numbers do differ. Counterarguments: the women's competitions are still in build phase, structural underinvestment caused the revenue gap, and revenue follows visibility rather than the other way around. Both arguments are partly correct.

Media coverage

Women's sport media coverage has grown substantially but remains under-represented relative to participation.

• Television. Most major women's leagues now have free-to-air broadcast deals (AFLW on Seven, NRLW on Nine, WBBL on Foxtel and Seven).
• Print and online. Coverage has expanded across mainstream outlets. The Guardian, The Age, SMH, ABC, and SBS all maintain dedicated women's sport coverage.
• Crowds and ratings. The 2023 Women's World Cup matches in Australia drew crowds of 70,000+ and broke broadcast ratings records. The AFLW grand final has drawn 50,000+ crowds.

The remaining gap is in routine coverage of regular-season competition rather than marquee events.

Governance and coaching

Boards, executive teams, and head coaching ranks in Australian sport remain disproportionately male.

• AFL. Around 30-40% of board roles are held by women (improving since 2018).
• NRL. Similar trajectory, slower starting point.
• Cricket Australia. Around 40% female board representation, established earlier than other codes.
• Head coaching of elite women's teams is still skewed male in some codes despite a growing pool of female coaches.

Sport Australia's Women in Sport governance targets and the Office for Women in Sport push the agenda. Progress has been measurable but slow.

Issues still on the table

• Pregnancy and parenthood policies. AFLW and other codes have rolled out parental leave and return-to-play protocols. Implementation varies.
• Period products and facilities. Major Australian sporting venues have varying provision. Some sports have introduced period leave or training adjustments.
• Trans and intersex athletes. Australian sport governing bodies have moved through several iterations of policy. Approaches vary between codes.
• LGBTIQ+ inclusion. Pride rounds and inclusion programs have become routine in major codes; the lived experience for individual athletes varies.
• Safety and harassment. The Royal Commission into child sexual abuse and ongoing cases have surfaced safeguarding issues in women's sport as in men's.

How this dot point applies

A typical HSC extended response asks about gender equity in Australian sport. Strong responses:

1. Cite specific data (salary figures, league launch dates, governance percentages).
2. Name specific leagues and athletes (AFLW, WBBL, NRLW, Matildas, named pioneers).
3. Distinguish elite from grassroots (participation patterns are gendered too).
4. Address both progress (substantial since 2015) and remaining gaps (pay, governance, routine media coverage).
5. Make an explicit judgment on the direction of travel rather than a balanced "more needs to be done" non-conclusion.