How Nurseries Can Recruit Male Early Years Apprentices

Why should nurseries think differently about recruitment?

Recruiting apprentices is an opportunity for nurseries to bring new talent into Early Years, develop future educators and build the skills their teams need.

However, men remain underrepresented in the sector. If recruitment materials rarely feature men or childcare is presented in a way that reinforces traditional gender stereotypes, potential applicants may not recognise Early Years as a career option for them.

Making recruitment more inclusive can help nurseries reach a wider range of candidates and encourage more people to explore a career supporting children’s learning and development.

Why encourage more men to consider Early Years?

Early Years needs skilled, committed professionals who can support children’s learning, development and wellbeing.

Encouraging more men to consider the sector can help widen the talent pool and challenge assumptions about who can work in caring and educational roles.

The aim isn’t to suggest that men bring a particular set of skills simply because they’re men. It’s to ensure that suitable candidates aren’t discouraged from applying because of stereotypes or a lack of visible representation.

A diverse workforce can also help challenge restrictive ideas about the roles men and women can take on, while recognising the important contribution women continue to make across Early Years.

Make your recruitment materials inclusive

The way a vacancy is presented can influence whether someone sees themselves in the role.

When advertising apprenticeship opportunities, consider whether your website, social media posts, job descriptions and imagery reflect the range of people who can become Early Years Educators.

Practical steps include:

• Use inclusive imagery: feature men and women undertaking the full range of educator responsibilities, including reading, supporting communication, comforting children, working with families and encouraging learning.
• Describe the role clearly: explain the responsibilities, skills and qualities needed without relying on stereotypes.
• Make the career route visible: explain what the apprenticeship involves, the qualifications available and how candidates can apply.
• Reach beyond your usual audience: consider whether your recruitment channels are reaching people who may not have previously thought about Early Years.
• Share authentic experiences: where possible, include real voices from apprentices and practitioners to help applicants understand what the job is like.

Be clear about what candidates can expect

Applicants need practical information to make an informed decision about whether an apprenticeship is right for them.

Make it easy to find details about the role, entry requirements, working patterns, pay, training commitments and application process.

This is particularly important for career changers, who may need to understand how an apprenticeship fits around their existing responsibilities and what the training route involves.

Avoid relying on general statements about how rewarding childcare can be. Explain the day-to-day responsibilities and the skills candidates will develop, so they can make a realistic decision about applying.

Recruitment is only the beginning

Attracting more men to apply is important, but recruitment alone doesn’t create an inclusive workplace.

Once an apprentice joins your setting, their experience will also be shaped by the quality of their induction, the support they receive and the way the team works together.

Employers can help by:

• Providing a clear induction that explains responsibilities, policies and professional expectations.
• Offering regular supervision and opportunities to ask questions.
• Ensuring safeguarding procedures are clear and consistently applied to all staff.
• Supporting apprentices to develop across the full range of Early Years responsibilities.
• Challenging assumptions that might lead to staff being treated differently or allocated tasks based on gender.
• Making professional development and progression opportunities visible to everyone.

A welcoming workplace doesn’t happen simply because a man has been recruited. It takes ongoing attention to team culture, fair treatment and the support people receive as they develop.

How the Men in Childcare pathway supports this ambition

The Childcare Company is working with Male Childcare & Teaching Jobs (MCTJ) through our Men in Childcare pathway, with the shared aim of encouraging more men to consider Early Years and supporting them as they develop their careers.

The pathway complements the wider goal of making the sector more accessible to men by combining apprenticeship training with a focus on relevant guidance and professional connections.

As the partnership offer is confirmed, we will be able to provide employers with clearer information about the specific support available to learners and how it may complement support within their own settings.

Employers should continue to provide appropriate induction, supervision and workplace support regardless of any additional pathway arrangements.

How The Childcare Company can help with apprenticeship recruitment

Finding suitable apprenticeship candidates takes time, and nurseries may benefit from support with the recruitment process.

The Childcare Company offers a free apprenticeship recruitment service to help employers explore their options and find out more about recruiting apprentices.

If you’re looking to develop your team, encourage a wider range of applicants and invest in future Early Years talent, get in touch with The Childcare Company to discuss your recruitment needs.

Building a more inclusive workforce starts with opening the door to suitable candidates and giving them the opportunity to develop once they join.