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Gender Pay Gap in Golf?

A recent opportunity to lead the first ever Georgia PGA Women’s Summit led me to ask the question, “Is there a gender pay gap for golf professionals?” We all know this is true for playing professionals, LPGA vs PGA prize purses aren’t even close, but I didn’t have hard evidence of a gender pay gap for teaching and club professionals such as PGA members. So I began to learn.


According to the US Bureau of Labor Statistics, women earned on average .83 to the $1 compared to men in 2024. While this is not specific to the golf industry, and we know this is a significant increase from when this statistic first became a political issue back in the 1860’s, it should still strike a dissonant chord in any working woman’s mind. We should feel even more unsettled that this amount actually decreased 1.5% since 2022. There are many reasons why a national gender pay gap exists as a whole, but the most relevant to examine for our purpose here, in relation to the golf industry, is job type.


PGA of America membership count by gender, classifications A-8, A-1, A-4, and A-13.
PGA of America membership count by gender, classifications A-8, A-1, A-4, and A-13.

The PGA of America is now over 30,000 individuals strong. Only 1,272 of those professionals are women. In analyzing the most basic progression in golf industry roles (Assistant Professional > Head Professional > Director of Golf > General Manager), I researched the percentage of female members within each classification. Though the PGA of America does not yet analyze compensation by gender through the ongoing efforts of our association compensation survey, surely we can agree that the position with the lowest standard compensation value within this progression is the A-8 Assistant Professional, the role with the highest percentage of females. Sadly, the inverse shows only 1.8% of all A-13 General Managers, the traditionally highest compensated role, are female. So the next question is why?

“No one will ever pay you what you’re worth. They’ll only ever pay you what they think you’re worth. And you control their thinking.” -Casey Brown, Boost founder.

Our Georgia PGA Women’s Summit showed a motivational TED Talks video featuring Boost founder and pricing professional, Casey Brown. Her message was clear. You control your value by how you communicate your value. It is within this principle that I feel female golf professionals lag behind. Are we simply content with remaining in subordinate roles longer than men? Are women still held back by certain facilities emphasizing traditional gender roles? Or do we need the encouragement of a mentor to nudge us towards professional development? Rather than dwell on the answers to these questions, I’d rather encourage women to reflect on their value as golf professionals within an industry actively targeting female consumers.




Overall female golf participation has increased 41% since 2019. While women are the most likely demographic to try the game of golf, the majority are inevitably learning golf from male professionals. They are also primarily experiencing golf in an environment dominated by male management. Though women are willing to experience golf as a beginner, the golf industry still has a long way to go in converting the female golf novice into an avid golf consumer. Savvy facilities are beginning to understand this relationship and are actively seeking female professionals to attract female customers. After all, from a potential revenue standpoint, this all equates to big money.


Should the basic principles of supply and demand not suggest that female professionals ought to value themselves higher than their male equivalents as the industry targets women as the fastest growing market segment in golf?

Attendees network at the inaugural Georgia PGA Women’s Summit at Bobby Jones Golf Course, Atlanta, GA, February 26, 2025.
Attendees network at the inaugural Georgia PGA Women’s Summit at Bobby Jones Golf Course, Atlanta, GA, February 26, 2025.

In conducting my research, I began to stew on a concept that may seem bold. Then again, I may be hindering my own perceived value by even questioning the relevance of my theory, so here goes. Should the basic principles of supply and demand not suggest that female professionals ought to value themselves higher than their male equivalents as the industry targets women as the fastest growing market segment in golf? If only 5% of all PGA members are women in comparison to the NGF’s report that women comprise 28% of all on-course rounds, does that not make female golf professionals more valuable? The truth lies not in the intrinsic value of the individual professional but in the perceived value of what the professional represents.


Unfortunately, it is my experience even on a personal level, women often perceive their worth to their own detriment, allowing self-doubt to crumble away at their true earning potential. Accepting a new position comes with a leap of faith and may leave you questioning if the grass is actually greener on the other side. Negotiating a raise is intimidating and takes a delicate confidence that may not feel natural to you. But no matter the goal, it is up to every professional, male or female, to communicate their worth.


 

Sources:

  1. US Bureau of Labor Statistics:

  2. Investopedia: https://www.investopedia.com/history-gender-wage-gap-america-5074898

  3. National Golf Foundation 2025 Scorecardl.

  4. YouTube video, TED Talks: Casey Brown, “Know your worth and then ask for it.” https://youtu.be/PaxNc5-qn6s?si=y_AMle667ORETTMy


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