It is generally felt that the landscape of early years education has been evolving in recent years. In 2024, the sector faces a pivotal moment, where reimagining the workforce is not just an option but a necessity. At the upcoming Childcare and Education Expo, I am excited to address these crucial issues from the Share and Support Hub with other industry thought leaders.
So, what does it take to navigate the ongoing challenge of recruitment, manage the shifting needs of our educators, and build a resilient, motivated, and high-quality workforce for the future?
The Evolving Early Years Education Sector
Over the past few years, nurseries and childcare providers have navigated significant changes, from updated regulatory requirements to the broadening of funded hours to include babies.
In 2024, the focus should be on adapting to these new realities while maintaining the highest standards of care and education. As societal expectations evolve, so too must our approach to workforce development. We are asking early years educators to be more versatile, knowledgeable, and adaptable than ever before, which requires a fresh perspective on how we recruit, support, and retain them.
The Recruitment Crisis
One of the most critical challenges facing the sector is the ongoing recruitment crisis. The demand for skilled early years educators is soaring, yet many nurseries struggle to fill vacancies with qualified professionals.
There are many reasons for the recruitment crisis, and it’s worth noting that struggling to recruit is not an exclusively early years issue. Many sectors, including HR, struggle to find capable and experienced professionals willing to work full-time at one place.
A significant factor contributing to this crisis is how the profession is undervalued, even by itself. The funding provided by local authorities often doesn’t enable settings to deliver high-quality education and care while remaining sustainable. This must be addressed. For me, career progression is the hero in the recruitment crisis. If I had a pound for every Nursery Manager who told me they were once an Apprentice, I wouldn’t need to work! Early years settings must improve at communicating the opportunities for personal and professional growth that vacancies in early years represent.
Issues with Retention
High labour turnover is now a common experience, with settings struggling to retain key workers and constant pressure on Nursery Owners and Managers when new settings open nearby. Effective staff retention starts with management. Does management make the setting somewhere people want to work? Employers can no longer overlook the importance of workplace culture. Are you a workplace that recognizes the individual? Look at your environment—does it make people want to be part of that? Is it conducive to quality work and relationships? We can’t blame staff retention on external factors when many settings have great retention and can explain how they did it.
Reimagining the Workforce for 2024 and Beyond
From the Share and Support Hub, I aim to explore how we can reimagine the workforce to address these challenges and create a sustainable future for early years education. This reimagining involves a holistic approach that redefines how we view, support, and develop our workforce.
Firstly, we must elevate the status of the profession. Early years educators are not just caregivers; they are the architects of children’s foundational learning and development. To reflect this, we must advocate for better pay, improved working conditions, and clear career pathways that highlight the critical role they play in society.
Secondly, we need to innovate in our recruitment strategies. The modern workforce values flexibility, inclusivity, and purpose. By offering flexible working, promoting diversity, and leveraging digital platforms, we can attract a broader and more diverse talent pool. It’s crucial to engage with potential recruits by offering meaningful opportunities to contribute to the sector.
Thirdly, retaining talent must be a top priority. Investing in CPD, creating a supportive and collaborative workplace culture, and providing access to mental health resources are essential steps in reducing turnover and ensuring that the team remains engaged and passionate about their work.
Finally, technology must be embraced to support the workforce. From digital training courses to tools that simplify admin tasks, technology can help alleviate some of the burdens faced by educators, allowing them to focus more on the children. If poor Wi-Fi means that staff can’t use it at the same time, it’s time to explore the fix.
For me, “Reimagining the Workforce” in 2024 is about addressing the current challenges while also creating a long-term vision for the early years sector. By working together, educators, policymakers, and Nursery Owners can build a workforce that is resilient and empowered to shape the future of early years education. I look forward to sharing these insights and engaging in meaningful discussions with all of you at the Childcare and Education Expo in Coventry. Register for free to join me.
Imogen will be co-hosting sessions on ‘Reimagining the Workforce: Flexibility, Retention & Recruitment’ within the Share & Support Hub at Childcare & Education Expo Midlands 2024. Join the discussion on Friday at 12pm-12.45pm & Saturday 1.15pm – 2pm at the show.