The Brisbane Lions remain committed to fostering an inclusive, respectful and equitable workplace where all employees have the opportunity to succeed and contribute meaningfully to our Club. Transparency is central to this commitment, and we report our gender pay gap data in accordance with the Workplace Gender Equality Agency (WGEA) requirements.

Our workforce is diverse and reflects the breadth of our operations. It includes professional and semi-professional athletes, football department staff, management and administrative employees, as well as match day and hospitality team members. Our employee base spans full-time, part-time, contract and casual arrangements, each playing an important role in the success of the Club.

It is important to recognise the structural context in which our pay data sits. On average, AFL player earnings are higher than AFLW player earnings. This difference reflects factors including season length, commercial arrangements and broadcast revenues. The AFL competition has been established for over 150 years and has historically operated within a broader industry gender disparity. Encouragingly, this landscape continues to evolve as the AFLW competition grows in profile, investment and participation. Since its inception, AFLW total player payments have increased significantly, reflecting the continued development and strengthening of the women’s competition.

Gender Pay Gap Overview

Our analysis of the 2024-25 reporting year shows:

Gender Pay Gap Overview

In the 2024–25 reporting year, we reported on 336 employees, compared with 318 employees in 2023–24. These employees represent all areas of our business and include permanent, part-time and casual employees, as well as professional and semi-professional players. Our reporting also includes employees from our social club, LIONS@Springwood.

Our workforce reflects a broad and diverse range of occupational roles and salary levels, from professional athletes and senior leadership positions through to administrative, operational, match day and hospitality roles. This significant variation in occupations and remuneration levels is an important factor in understanding our gender pay gap outcomes.

Our results show that, on average, men at the Brisbane Lions earn more than women across the organisation. This outcome is influenced by the composition of our workforce, including the representation of men and women in senior leadership, coaching and high-performance positions, as well as the broader historical gender imbalance within parts of the sporting industry.

Understanding the Gender Pay Gap

It is important to clarify that the gender pay gap does not indicate that women and men are paid differently for performing the same role. Equal pay for equal work is a core principle of our remuneration framework.

Rather, the gender pay gap reflects structural workforce factors, including:

• The underrepresentation of women in senior leadership, coaching and other higher-paid roles.
• Variations in occupational categories, where some roles attract higher market rates.
• The breadth of our workforce, which spans professional athletes through to casual match day and hospitality employees.

These factors collectively influence our overall pay gap results.

Trends and Progress

Over recent years, our gender pay gap has fluctuated in line with changes in workforce composition, remuneration structures and broader industry developments.

The movements reflects shifts in workforce distribution during the year and reinforces the importance of our continued focus on strengthening equitable career progression pathways and improving gender balance in leadership and high-performance roles.

We remain committed to ongoing review, accountability and targeted actions to support sustainable progress over time.

Our Commitment to Closing the Gap

The Brisbane Lions are actively working to address gender pay disparities through:

• Pay Equity Audits: Conducting regular salary reviews to identify and address any systemic pay gaps. Ensuring that
• Career Development Programs: Supporting women in leadership and high-performance roles.
• Flexible Work Policies: Encouraging inclusive and supportive work environments for all employees.
• Recruitment and Promotion Practices: Ensuring equitable hiring, promotions, and retention strategies.
• Increasing female representation in leadership and high-paying roles.
• Developing pathways for women in coaching, sports management, and executive positions.

We remain dedicated to reducing the gender pay gap and fostering an equitable workplace for all employees. We will continue