West Ham United’s Workforce Diversity Data for 2025
West Ham United has published the results of our 2025 workforce data collection, reflecting our ongoing work to support equality, equity, diversity, and inclusion across all levels of the Club.
Workforce data tables - 2025
Collection Data
Gender
Age
Sexual Orientation
Gender Identity
Disability
Ethnicity
Key findings from 2025
We are proud that females make up 35% of our senior leadership workforce. Our female leaders inspire young girls and women by showing that leadership in football is attainable and valued. We challenge outdated norms about gender roles in sport, helping to shift attitudes in traditionally male-dominated spaces, creating a more inclusive environment.
Through continued investment in our people and our facilities, we create more opportunities for women and girls to thrive in football - whether on the pitch, in coaching, or across the many career pathways within the sport. We remain resolute in our ambition to achieve a 50:50 gender split by 2030 and will keep driving forward with policies that promote equality, transparency, and progression for all.
We’re proud to share that the number of staff who feel safe and supported enough to disclose a disability has increased. While we’re still just shy of matching national disclosure rates, this progress marks a meaningful step forward. We see it as a strong sign of growing trust and inclusion, and we will continue working to build on this progress.
This positive shift reflects our commitment to the Social Model of Disability - understanding that it is often the barriers in the environment, not the person. That is why we have been focused on providing our leaders, managers, and coaching staff with the awareness and skills to create inclusive spaces, shifting the responsibility away from the individual and onto all of us as a team.
While disclosure rates limit our current statistics on global majority ethnicity representation, we are confident, based on our in-depth understanding of our people, that accurate representation is considerably stronger than the data suggests, particularly in senior leadership, as is the case with our LGBTQIA+ data. That said, we remain aspirational and recognise the importance of transparency and continuous improvement. Our practice of reviewing, planning, and acting to identify gaps and consistently enhance representation by being intentional in our efforts to attract and retain talent from all communities and stakeholder groups is non-negotiable.
We’re grateful to all colleagues who took part in this year’s workforce data collection. While we recognise there is always more to do, we’re encouraged by the progress made in reducing the number of "Prefer not to say" responses.
As part of this round, we refined our approach to improve data quality and better understand the reasons behind this choice. We know that selecting "Prefer not to say" can reflect a range of feelings - from uncertainty to concerns about privacy. By creating space for dialogue and feedback, we aim to build trust and continue improving our inclusive culture.
What we’re doing next
This data will provide a foundation for further action and improvement and the Club will use these insights to guide recruitment, policy, and workplace culture.