The Rise of Women’s Sports Unlocks Unexpected Sponsorships
Unknown startups, female-focused companies and other brands with no prior dealings with sports are being named official sponsors of women’s leagues and teams
4 min
Makeup brands, hair-care startups and fertility clinics historically haven’t been associated with sports. Now they’re taking over game nights as the draw of elite women’s players, teams and leagues attracts new kinds of sponsors.
The menstrual care brand Sequel this week was named as the official tampon provider of USL Super League, for example, as the new professional women’s soccer league prepares to start play this month. The Kansas City Current, part of the National Women’s Soccer League, in December granted naming rights of its stadium’s main entrance to Helzberg Diamonds, its official jeweller.
And the Women’s National Basketball Association’s New York Liberty has accompanied familiar corporate sponsors such as the financial giant Barclays and hotel brand Marriott with newer partners such as the acne-focused skin-care company Hero, women’s workwear designer M.M.LaFleur and fertility centre RMA of New York.
“There were years where I would scratch my head as to why we weren’t garnering more endemic interests, like, why wouldn’t the beauty companies and the hair-care companies and the clothing companies want to align with women?” said Keia Clarke , chief executive of the Liberty. “Now, finding those brands is not hard.”
The new sponsors are being drawn by fans’ growing appetite and female athletes’ soaring cultural cachet and social-media reach.
“There’s interest from new brands that have never ventured into the sports space before because they weren’t appropriate for men’s sports,” said Erin Kane , vice president of women’s sports at Excel Sports Management, a management and marketing agency.
At the same time, lower prices to back women’s sports mean that a wider pool of businesses can get into the game if they so desire. Despite the growing spotlight, women’s sports are still cheaper to sponsor.
Breaking records
The surge in women’s sports comes as sports in general is ascendant in media and marketing. Game days are one of the last occasions standing that can reliably deliver large TV audiences and generate conversation on social media across most demographics.
April’s championship game of the National Collegiate Athletic Association’s women’s basketball tournament for the first time drew more viewers than the men’s equivalent, fuelled in part by hype around superstar Caitlin Clark . The hype also helped bring attention to the tournament as a whole; viewership of even games she wasn’t in rose 76% year-over-year. And much of the excitement around Team USA at this year’s Olympics has centred on its female stars, rugby player Ilona Maher, swimmer Katie Ledecky, and gymnast Simone Biles and her teammates .
Women’s elite sports will generate around $1.3 billion in revenue globally in 2024, up from $981 million in 2023 and $692 million in 2022, according to consulting firm Deloitte. Commercial deals, including sponsorships, will make up around 55% of that revenue, according to the company, which does not report similar figures for men’s sports.
By way of comparison, the National Basketball Association’s team sponsorship revenue alone was estimated to be worth $1.5 billion for the 2023-24 season, according to sports and entertainment data firm SponsorUnited.
Some companies previously found themselves sponsoring women’s sports as a result of dual packages—buy-one-get-one-style deals whereby sports businesses that owned and operated both men’s and women’s teams would offer partner status across both for a huge discount on the women’s side.
Those kinds of deals are no longer in fashion, sports executives said.
David King , senior vice president of corporate partnerships for the NBA’s Minnesota Timberwolves and the WNBA’s Minnesota Lynx, said he is discussing more brand deals that are specific to the Lynx.
“That wasn’t necessarily the case a few years ago,” King said. “I welcome the day there’s an onslaught of people calling us, but there’s certainly more now than there’s been before.”
Minneapolis-based hair-care company Odele became a sponsor after hearing the pitch about aligning with passionate women and supporting equality, despite the WNBA’s shorter season and lower viewership compared with the NBA.
“These athletes are at the forefront of what influencers can be and should be,” said Lindsay Holden , co-founder of the brand.
The team has been distributing samples, coupons and hosting giveaways at games, and presented a “get ready with me” TikTok series featuring Lynx players.
Brands with less tangible offerings have sought creative ways to activate their partnerships, and often with little-to-no experience in sports marketing, executives say.
RMA of New York, the New York Liberty fertility centre sponsor, introduced a campaign called “Let’s Go, Baby!” that filled the team’s Brooklyn arena with merch giveaways and scoreboard animations during a Pride-themed game in June. And birth-control medication Opill, a WNBA league sponsor since April, this season has set up booths designed to educate women on contraception at other events like the fan festival WNBA Live.
Pricing performance
Women’s sports executives are now trying to narrow the price gap with men’s sponsorships.
“We’ve gotten pretty aggressive with what we’re asking our partners to spend,” said King, the Lynx executive, declining to confirm specific sponsorship costs. “We’re not going to grow our business by doing the $10,000, $20,000 and $30,000 deals anymore.”
Team owners and sales executives are trying to persuade marketers that women’s sports have more value in terms of engagement than has been historically recognised, even when viewership remains generally lower, games are often fewer or less frequent, and it’s still hard for top players to match the international star power of a Travis Kelce or Lionel Messi .
“Women’s sports is a brand conversation, it’s an engagement conversation—it’s less so a transactional, asset-based conversation,” said Laura Correnti , the founder and CEO of women’s sports firm Deep Blue Sports + Entertainment. “And so that requires teams to examine their pitch strategy, and not necessarily lead with how many people they reach.”
While a five-figure brand deal was once an acceptable number for WNBA sales teams, that’s no longer the case, said New York Liberty’s Clarke. The organisation in the past few years has regularly begun pitching and inking six-figure deals, and sometimes seven-figure deals, she said. The Liberty this season has 47 sponsors, up from 31 last season and 17 in 2022.
“It was easy before to dismiss the WNBA because the excuse was always, you don’t have the numbers. And now it’s like, well, we do have numbers, and we also have these really cool other attributes,” Clarke said.
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A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.
A 30-metre masterpiece unveiled in Monaco brings Lamborghini’s supercar drama to the high seas, powered by 7,600 horsepower and unmistakable Italian design.
A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.
4 minThere has rarely, if ever, been so much tech talent available in the job market. Yet many tech companies say good help is hard to find.
What gives?
U.S. colleges more than doubled the number of computer-science degrees awarded from 2013 to 2022, according to federal data. Then came round after round of layoffs at Google, Meta, Amazon, and others.
The Bureau of Labor Statistics predicts businesses will employ 6% fewer computer programmers in 2034 than they did last year.
All of this should, in theory, mean there is an ample supply of eager, capable engineers ready for hire.
But in their feverish pursuit of artificial-intelligence supremacy, employers say there aren’t enough people with the most in-demand skills. The few perceived as AI savants can command multimillion-dollar pay packages. On a second tier of AI savvy, workers can rake in close to $1 million a year .
Landing a job is tough for most everyone else.
Frustrated job seekers contend businesses could expand the AI talent pipeline with a little imagination. The argument is companies should accept that relatively few people have AI-specific experience because the technology is so new. They ought to focus on identifying candidates with transferable skills and let those people learn on the job.
Often, though, companies seem to hold out for dream candidates with deep backgrounds in machine learning. Many AI-related roles go unfilled for weeks or months—or get taken off job boards only to be reposted soon after.
Playing a different game
It is difficult to define what makes an AI all-star, but I’m sorry to report that it’s probably not whatever you’re doing.
Maybe you’re learning how to work more efficiently with the aid of ChatGPT and its robotic brethren. Perhaps you’re taking one of those innumerable AI certificate courses.
You might as well be playing pickup basketball at your local YMCA in hopes of being signed by the Los Angeles Lakers. The AI minds that companies truly covet are almost as rare as professional athletes.
“We’re talking about hundreds of people in the world, at the most,” says Cristóbal Valenzuela, chief executive of Runway, which makes AI image and video tools.
He describes it like this: Picture an AI model as a machine with 1,000 dials. The goal is to train the machine to detect patterns and predict outcomes. To do this, you have to feed it reams of data and know which dials to adjust—and by how much.
The universe of people with the right touch is confined to those with uncanny intuition, genius-level smarts or the foresight (possibly luck) to go into AI many years ago, before it was all the rage.
As a venture-backed startup with about 120 employees, Runway doesn’t necessarily vie with Silicon Valley giants for the AI job market’s version of LeBron James. But when I spoke with Valenzuela recently, his company was advertising base salaries of up to $440,000 for an engineering manager and $490,000 for a director of machine learning.
A job listing like one of these might attract 2,000 applicants in a week, Valenzuela says, and there is a decent chance he won’t pick any of them. A lot of people who claim to be AI literate merely produce “workslop”—generic, low-quality material. He spends a lot of time reading academic journals and browsing GitHub portfolios, and recruiting people whose work impresses him.
In addition to an uncommon skill set, companies trying to win in the hypercompetitive AI arena are scouting for commitment bordering on fanaticism .
Daniel Park is seeking three new members for his nine-person startup. He says he will wait a year or longer if that’s what it takes to fill roles with advertised base salaries of up to $500,000.
He’s looking for “prodigies” willing to work seven days a week. Much of the team lives together in a six-bedroom house in San Francisco.
If this sounds like a lonely existence, Park’s team members may be able to solve their own problem. His company, Pickle, aims to develop personalised AI companions akin to Tony Stark’s Jarvis in “Iron Man.”
Overlooked
James Strawn wasn’t an AI early adopter, and the father of two teenagers doesn’t want to sacrifice his personal life for a job. He is beginning to wonder whether there is still a place for people like him in the tech sector.
He was laid off over the summer after 25 years at Adobe , where he was a senior software quality-assurance engineer. Strawn, 55, started as a contractor and recalls his hiring as a leap of faith by the company.
He had been an artist and graphic designer. The managers who interviewed him figured he could use that background to help make Illustrator and other Adobe software more user-friendly.
Looking for work now, he doesn’t see the same willingness by companies to take a chance on someone whose résumé isn’t a perfect match to the job description. He’s had one interview since his layoff.
“I always thought my years of experience at a high-profile company would at least be enough to get me interviews where I could explain how I could contribute,” says Strawn, who is taking foundational AI courses. “It’s just not like that.”
The trouble for people starting out in AI—whether recent grads or job switchers like Strawn—is that companies see them as a dime a dozen.
“There’s this AI arms race, and the fact of the matter is entry-level people aren’t going to help you win it,” says Matt Massucci, CEO of the tech recruiting firm Hirewell. “There’s this concept of the 10x engineer—the one engineer who can do the work of 10. That’s what companies are really leaning into and paying for.”
He adds that companies can automate some low-level engineering tasks, which frees up more money to throw at high-end talent.
It’s a dynamic that creates a few handsomely paid haves and a lot more have-nots.
A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.
On October 2, acclaimed chef Dan Arnold will host an exclusive evening, unveiling a Michelin-inspired menu in a rare masterclass of food, storytelling and flavour.
