What Employers Can Do to Support More Men in Early Years

With the Department for Education’s “Do Something Big” campaign putting male recruitment in early years back in the spotlight, now is the perfect time for us as employers to reflect on how welcoming and inclusive our settings truly are. Encouraging more men into the workforce isn’t just about ticking a diversity box – it’s about offering children richer role models and broader perspectives. As Nader Jaafar, Sales Manager at Shaping Lives, put it: “This is an opportunity for long-term culture change, not just a campaign window.” So how do we make sure we’re ready to be part of that change?

Creating a Welcoming Environment for Dads

If we want more dads to consider a role in early years education, we need to start by making sure they feel genuinely welcome from the moment they see our job adverts to their first day on the job. That means being intentional with our language – avoiding phrases like “she will be responsible for…” and instead using gender-neutral wording that speaks to everyone.

Visuals matter too. Let’s review our website, posters, and social media: do they reflect a range of genders and backgrounds? If not, we’re missing a chance to show we value diverse teams.

As Nader shared, “Start by creating a culture where men feel their voice matters – from induction to team meetings.” That first impression counts. A thoughtful induction, inclusive staff training, and celebrating male role models within the team all help build a setting where men – and all staff – feel they belong.

Barriers Faced by Men and How to Break Them

Even with a national campaign encouraging men into the sector, many still hesitate. The fear of standing out, being misunderstood, or judged unfairly is real – and we need to acknowledge that. “Men often worry they’ll stand out, be stereotyped, or face misconceptions about their motives,” Nader told us. “We have to address this head-on.”

One of the most effective ways to do this is through open dialogue. Make space for honest conversations during recruitment, induction, and staff meetings. Be clear about your safeguarding policies – not as a defensive move, but to show that robust procedures protect everyone, including male staff.

It also helps to elevate male champions already working in your setting. When men see other men thriving in the role, it breaks down the idea that early years is a “woman’s world.”

Let’s also review how we handle concerns. If male staff feel unsupported when false assumptions arise, or if they’re treated with suspicion rather than trust, we risk losing them. Creating an open, fair culture built on trust and respect helps everyone feel safe to bring their full selves to work.

Supporting Male Staff Beyond Recruitment

Recruiting men into early years is just the start… the real work begins in retention. Too often, male staff leave not because they aren’t passionate, but because they feel isolated, misunderstood, or unsure of how to progress in a female-majority sector.

As Nader shared, “We work with settings to embed mentoring, offer ongoing CPD, and encourage mixed-gender buddy systems so male staff feel supported beyond the initial hire.” These aren’t just nice extras – they’re essential strategies to help male team members feel seen, heard, and valued long-term.

A structured buddy system, for example, pairs new male recruits with experienced staff to help them navigate both the classroom and the culture. CPD opportunities tailored to their strengths and interests show that their development matters. And regular check-ins, mentorship, and leadership pathways signal that they’re not just filling a gap – they’re part of your future.

Let’s also be mindful of team dynamics. Encouraging open conversations and setting the tone for inclusive collaboration makes it easier for male staff to thrive – not as an exception, but as part of a balanced and well-supported team.

Success Stories of Fathers in Early Years

We’ve seen first-hand the impact that dads can have in early years settings. When men bring their lived experience of fatherhood into their practice, it adds a new layer of empathy and relatability that benefits both children and the wider team.

Nader Jaafar shared, “I’ve seen dads bring unique empathy and practical skills, from outdoor learning to problem-solving, that really resonate with children – particularly those without a father figure at home.” These moments aren’t just heart-warming; they’re transformational.

David Wright, for example, is a dad-turned-educator who owned and led Paint Pot Nurseries. His calm, practical style not only boosted children’s confidence but also inspired other male parents to get involved in nursery life. He also became an inspiration to other dads through our fatherhood mentoring programme, helping shift the culture from “men as novelty” to “men as the norm.”

When leadership embraces male inclusion, the ripple effect is powerful.

First Practical Steps Towards Gender Diversity

Many settings want to improve gender diversity but feel unsure where to begin. The good news is, you don’t need to overhaul everything overnight – small, intentional steps can make a big difference.

Start by reviewing your recruitment materials. Are your job descriptions gender-neutral? Do your visuals show a range of educators, including men? Sometimes, subtle tweaks to language and imagery can help shift perceptions of who belongs in your team.

Next, look at your internal policies. Are your parental leave policies inclusive of all genders? Do you have clear, transparent processes for handling concerns or misconceptions around male staff? A quick audit of your safeguarding procedures and staff handbooks can help identify areas for improvement.

As Nader put it, “Audit your recruitment materials, review staff policies for inclusivity, and connect with networks like Male Childcare & Teaching Jobs to tap into a pool of motivated male candidates.”

By plugging into networks like MCTJ, employers gain access not just to candidates, but to resources, mentoring programmes, CPD opportunities, and a wider movement for inclusion. Taking that first step shows intent – and that intent goes a long way in creating meaningful change.

Sustaining Long-Term Culture Change

Real inclusion isn’t about responding to a campaign – it’s about embedding gender diversity into the DNA of our workforce strategy. One-off hires or short-term buzz won’t shift the dial unless we commit to long-term change.

That means setting clear goals, tracking progress, and making space for reflection. We need to make sure we’re retaining the men we hire, are they progressing into leadership roles? Are their voices heard in decision-making? These are the questions that help us move from tokenism to transformation.

As Nader reminds us, “Keep the conversation going year-round, track progress, share success stories, and link gender diversity goals to overall workforce strategy, not just a campaign window.”

Celebrate your wins publicly – whether it’s welcoming a new male apprentice or hosting a dad’s involvement day. When we normalise the presence and contribution of men in early years, we help shift the narrative for the next generation of educators.

Conclusion

Creating inclusive, male-friendly environments in early years isn’t just the right thing to do, it enriches children’s lives and strengthens our teams. Let’s move beyond campaigns and commit to lasting change. The future of early education is diverse, and together, we have the power to shape it and encouraging more men into the workforce.

If you’re ready to take the next step, we encourage you to explore how Shaping Lives are working in partnership with Male Childcare and Teaching Jobs to turn this vision into action. Let’s keep this conversation going, and let’s keep building the kind of early years workforce we’d all want for our own children.