Cheerleaders just scored big

A 400% pay rise for cheerleaders shows what can happen when women speak up.

This week, the internet lit up with headlines about the Dallas Cowboys Cheerleaders. Not for their iconic high kicks, but for a different kind of win: a 400% pay rise ahead of the 2025 NFL season.

And yes, it’s America. And yes, they’re cheerleaders. But hear us out — there’s a wider message here.

These women rehearse for hours every week, perform at every home game, show up for promotional appearances, and still many hold down second (or third) jobs just to pay the bills. No one’s saying they train like NFL players — but their contribution matters. And until recently, they were earning less than minimum wage for rehearsals.

That got us thinking. In 2025, why are we still having conversations about fair pay for women?

What about the gender pay gap here in the UK?

Well, we’ve made some progress — but not nearly enough.

According to the latest UK government data (published April 2024), here’s where we stand:

1. The gender pay gap for full-time employees is 7.0%, down from 7.7% the year before
2. Across all employees (including part-time), it’s still 13.1% — meaning women earn, on average, 87p for every £1 earned by a man

(Source: Office for National Statistics, Gender Pay Gap UK: 2024)

And that’s just the average. The gap widens with age, seniority and sector. In some industries, it’s well over 20%.

The cheerleaders are just one example

What happened in Dallas is one story, but it reflects a wider issue: too often, women have to ask, prove, and push for fair pay.

The cheerleaders rehearsed weekly, performed flawlessly and built a brand millions recognise. And yet for years, they were underpaid — some nearly walking away from contracts out of sheer frustration. Their 400% raise didn’t just land in their laps — it came after sustained advocacy, difficult conversations and quiet persistence.

From cheerleaders in Texas to finance managers in Telford, the story is frustratingly familiar. Women in everything from finance to film to frontline care are experiencing the same challenges. They’re doing the work. But they’re not always getting the reward.

Is 2025 the year we close the gap?

We’re moving in the right direction. That drop in the full-time gender pay gap from 7.7% to 7.0% is the biggest in years. Flexible working is more normalised. Pay transparency is being taken seriously. And employees — rightly — are asking tougher questions.

But closing the gap fully won’t happen by accident. It takes data, leadership, inclusive cultures, and clear progression paths. And, like the cheerleaders, sometimes it takes a brave group of people asking the uncomfortable questions.

So what can we take from all this?

Here’s the thing: we’re not saying every workplace needs a pom-pom moment. But we are saying fairness should be part of the routine. Whether you’re on a football field, in an office, or behind a laptop at home — your time, effort and talent deserve to be recognised.

In 2025, progress is possible. But only if we keep asking: are we paying fairly? Are we promoting inclusively? Are we doing enough?

Because real equality? That’s something everyone should be cheering for.