Male nursery team members can enrich the learning environment for younger children. Claudio Sisera head of diversity and inclusion at Male Childcare & Teaching Jobs, explains how to create gender inclusive recruitment strategies

Gender diversity brings a range of perspectives and teaching approaches that help children see beyond traditional gender roles, promoting empathy and understanding. Yet, the reality in the UK is stark – men make up just 2% of the early years workforce, leaving a significant gap in representation.

This imbalance underscores the need for gender-inclusive recruitment. By actively seeking to attract and retain male educators, we can break the cycle of stereotypes that discourage men from entering the field. Inclusive recruitment isn’t just a benefit for staff; it’s an investment in creating diverse, dynamic teams that better reflect the world children live in. It’s time to make gender inclusivity a priority, starting at the recruitment stage.

What’s holding men back?

Despite the growing recognition of the benefits of a diverse workforce, societal stereotypes continue to hold men back from entering the sector. The deeply entrenched view that caregiving and nurturing are inherently feminine traits makes early years education seem like ‘women’s work’. These misconceptions discourage many men from even considering careers in this sector, fearing judgment or questioning of their suitability for the role – something I experienced personally, as I initially found myself falling into the sector rather than actively choosing to work in it.

Men who do take the leap often face additional challenges, including perceived stigma and isolation. With so few male role models in the field, it’s hard for men to picture themselves thriving in these environments. The lack of male colleagues can leave them feeling out of place or misunderstood, amplifying feelings of being the ‘odd one out’.

Furthermore, societal expectations about traditional gender roles make it difficult for men to pursue caregiving professions confidently without fear of judgment. This creates a vicious circle – because men aren’t well represented in early years education, fewer men are inspired to join. To break this circle, we must address these barriers head-on, beginning with reshaping how we talk about gender roles in education and promoting male role models who have succeeded in this field.

Effective recruitment strategies for gender diversity

1. Targeted outreach

Addressing the gender imbalance in early years education requires a proactive and multi-faceted approach to recruitment. One of the most effective strategies is targeted outreach. Secondary schools, colleges, universities and career fairs offer prime opportunities to connect with boys and men who may not have considered early years education as a career path.

Recently, I came across a 14-year-old boy debating between pursuing politics or early years education. Initially, he was more inclined to choose politics, largely because his friends told him that early years is “for women”. This highlights how early stereotypes can deter young men from even considering the field.

That’s why it’s essential to have male role models raising the profile of the industry during recruitment campaigns. This way, we can show the real-life impact men are making in the field. These role models serve as powerful examples, breaking down stereotypes and showing potential recruits that a career in early years education is both viable and rewarding.

2. Male-only recruitment campaigns

Male-only recruitment campaigns can also be highly effective. This doesn’t mean excluding women, but creating additional campaigns that specifically target men, such as through ads on job boards frequented by male educators, booths at men’s health or diversity events, and partnerships with organisations focused on men’s wellbeing. These campaigns highlight the unique contributions men can make in early years education and make it clear that their presence is valued. For example, I’ve recently started collaborating on a project with a non-profit organisation called Lads Need Dads, which supports fatherless boys. My hope is to raise the profile of our beloved industry among these boys, who might otherwise not be aware of early years as a viable career option for them.

3. Success stories

Another essential element is highlighting success stories of men already thriving in your setting or group. Case studies and testimonials from male educators who have successfully built their careers can inspire potential recruits by showing the wide range of roles and opportunities available.

4. Parent partnership

Finally, it’s crucial to address the unconscious bias that exists in hiring processes, particularly the concerns many nursery managers have about how parents might react to male educators. Some managers lean toward female candidates, not because they believe men are less capable, but due to a fear that parents may be uncomfortable with men in caregiving roles. This bias, while often unspoken, can limit opportunities for men in the sector and perpetuate gender imbalances.

To overcome this, nursery leaders need to challenge these assumptions and build trust with parents. By providing bias training for recruitment teams and regularly reviewing policies to ensure they are gender inclusive, we can create environments where all candidates are judged on their skills and passion, not their gender. Engaging parents in discussions about the value of male educators and highlighting the positive impact they have can also help shift perceptions, creating a more welcoming space for men in early years education.

Retention and support for male educators

Networks and mentorship

Recruiting men into early years education is just the first step – retaining them and offering strong support is equally crucial. One effective way to ensure male educators feel valued and supported is by creating male networks and mentorship programmes. These networks provide spaces for men to share their experiences, tackle challenges, and build a sense of camaraderie in what can often feel like an isolating profession. Mentorship from seasoned male educators plays a vital role in guiding new recruits, helping them navigate the unique challenges of working in a predominantly female field, and offering practical advice on career progression.

As Jake Balding, an ECE student from Anglia Ruskin University, said to us: “Being aware of the low percentage of males in this field had made me concerned about future employment prospects. The male network at MCTJ, with its dedication to supporting not only work placements but also providing seminars and resources, truly reassured me.” This kind of support is essential in building confidence and encouraging men to see a future in early years education.

Inclusive environments

Fostering an inclusive work environment is another key component of retention. Policies that promote gender equality, such as offering equal parental leave and flexible working options, send a clear message that men are just as encouraged and supported in caregiving roles as their female counterparts.

I’m particularly proud that one of our members, Julie Robinson from Eagley School House Nurseries in the Bolton area, has started offering equal parental leave at her nurseries, marking a trailblazer moment in the industry. This kind of forward-thinking policy ensures that male educators feel their needs are recognised and empowers them to balance work with family life. It’s a crucial step toward creating a truly inclusive environment.

A call to action

Promoting gender-inclusive recruitment is essential for creating a more dynamic and representative workforce in early years education. By challenging traditional stereotypes and taking deliberate steps to attract and support male educators, we can build teams that reflect the diversity of the children we care for. Nursery leaders must take the lead by implementing strategies that encourage inclusivity, from flexible policies to mentorship programmes and beyond. Together, we can ensure that early years education becomes a welcoming and rewarding field for everyone, regardless of gender. The time to act is now.