WAFL Umpiring Culture and Leadership Initiative Delivers Strong Results 

The WAFL Umpiring Culture and Leadership Initiative has been declared a success after a 12-month journey. 

The program was funded through an Australian Sports Commission grant and aimed to strengthen gender equity, psychological safety and leadership pathways for female umpires. 

The Women Leaders in Sport (WLIS) Organisation Grant was used between 2025 and 2026 and combined external education with leadership development a priority. 

It involved a series of workshops and leadership activities facilitated by Mike Dyson which have created positive results.  

Dyson is a leadership and wellbeing specialist who helps organisations build social and emotional wellbeing through collaborative leadership, inclusive workplace culture, and effective communication and facilitation practices. 

A key outcome of this initiative was the establishment of the Cultural Leadership Group within the WAFL Umpiring Program. 

The group comprises 10 coaching staff, 13 umpires, and two management staff, bringing together a broad cross-section of the program. 

Its membership reflects diversity not only in roles and responsibilities, but also in age, gender and umpiring discipline, ensuring the group represents the wider WAFL Umpiring community. 

The Cultural Leadership Group has participated in a range of workshops and coaching sessions focused on collaborative leadership practices and cultural development. 

These experiences have strengthened the group’s capacity to foster, build, and sustain a psychologically safe, inclusive, and healthy culture across all levels of the program. 

Through this work, the group is helping to create an environment where all participants feel valued, supported, and empowered to contribute to the ongoing success of WAFL umpiring. 

The program has driven cultural improvement across the WAFL umpiring group, with approximately 80% of participants reporting increased inclusion and safety, 100% of cultural leaders identifying improved culture, and 87% demonstrating behavioural change, alongside clear improvements in female umpire experience and leadership confidence. 

Among those female umpires who were part of the program came a series of positive responses. 

“More than ever, I’ve felt included and valued,” said one umpire. 

“I have felt supported and safe during this season,” was feedback from a fellow whistleblower. 

“The support is getting stronger,” according to another umpire. 

And “they’ve created this safe environment and experience,” were the thoughts of an umpire who was part of the initiative.