Gender diversification of the early years education workforce: Recruiting, supporting and retaining male practitioners

早期教育劳动力的性别多元化：招募、支持和留住男性从业者

基本信息

批准号：
ES/R007632/1
负责人：
Jo Warin
金额：
$ 36.74万
依托单位：
Lancaster University
依托单位国家：
英国
项目类别：
Research Grant
财政年份：
2018
资助国家：
英国
起止时间：
2018 至无数据
项目状态：
已结题

来源：
https://gtr.ukri.org/projects?ref=ES%2FR007632%2F1
关键词：
Gender diversification early years education

项目摘要

This research aims to improve our understanding of the obstacles that stand in the way of more men taking up employment in the Early Childhood Education (ECE) workforce; to learn about possible solutions; and to harness this evidence-based knowledge in ways that can help the UK diversify the gender of its workforce in the most efficient and effective ways possible. Currently only around 2% of the UK's ECE workforce are male; a figure that has remained stubbornly resistant to change for several decades. We will work with hubs of ECE professionals located in four English localities, who are interested and active in advocating for an increase of men in ECE and engaged in supportive MITEY (Men in the Early Years) regional networks and national conferences. We will work with a team of academics and practitioners from Norway who have been engaged, through Norway's gender equality action plan, in regional and national recruitment strategies to achieve a government target of 20% more men in kindergartens.Four hub leaders will attend a knowledge exchange event in Norway and cascade their learning to ECE colleagues, engaging eight different settings (pre-schools and primary school Reception classes) who will then form a sample of case studies, two in each hub. The case study methodology will follow the model utilised by Warin in a pilot study, funded by Childbase Partnership, that explored impacts of a mixed-gender workforce in a nursery with five male practitioners. We will also administer a survey to the wider sector, seeking data on male recruitment and retention, and information about previous, ongoing and future approaches to increasing numbers. In addition we will conduct supporting interviews with key training providers, careers stakeholders and key ECE strategists. Findings will be translated into recommendations and training pathways for ECE providers and managers. We will deliver a training event for a group of these stakeholders, who will then act as MITEY 'champions' and cascade their knowledge further to others in the ECE sector. We will also produce a training toolkit for free distribution to the sector, drawing on the best available evidence. We will hold a conference at the end of the project, to pull together and communicate all our learning. A key aim is to harness our findings to develop a workable and explicit theory that rationalises the value of including men within the ECE workforce and can be taken up by ECE professionals and others to advocate for an increase in numbers of men. The study will apply an innovative theory drawn from Warin's longstanding research in gender and education which focuses on the concept of gender flexible pedagogy. The concept addresses possibilities and opportunities for the transformation of traditional gender norms and requires gender sensitive practitioners who are willing and able to traverse traditional gender boundaries, and encourage children to do the same. By enabling ECE providers to show young children (through actions rather than words) that caregiving is an activity for men as well as women, we will enhance efforts to help young children themselves to challenge gender stereotypes so that they may grow up to make less constrained choices about their own careers and gender roles within families.This research is the first ever attempt in the UK to collate, collect and use research evidence in a systematic way, to support gender diversification of the ECE workforce. It will, for the first time, create a strong evidence base and substantial learning experiences to support ECE providers motivated to create a more gender-diverse workforce, along with resources to help them develop the most effective strategies and communicate key messages to potential recruits, ECE providers, parents, training providers, and careers services.

这项研究旨在提高我们对妨碍更多男性在幼儿教育（ECE）劳动力中就业的障碍的理解。了解可能的解决方案；并以可以帮助英国以最有效的方式来帮助英国多样化其劳动力的性别的方式来利用这些基于证据的知识。目前，英国ECE劳动力中只有大约2％是男性。数十年来一直坚持不懈地改变变化的数字。我们将与位于四个英国地区的ECE专业人员的枢纽合作，他们有兴趣和积极地倡导增长ECE的男性，并从事支持性mitey（早年的男性）地区网络和国家会议。我们将与来自挪威的学术界和从业人员团队合作，他们通过挪威的性别平等行动计划，在区域和国家招聘策略中实现政府目标，以实现幼儿园中有20％的政府目标，四年中心领导者将参加挪威的知识交换活动，然后在挪威和级别的阶段阶段阶段的阶段阶段，并培养了八个差异化的阶级，并培养了一个较低的设置，并培养了一个较小的设置，并培养了一名初步的设置，并将每个集线器中两个。案例研究方法将遵循Warin在一项由Childbase Partnership资助的试点研究中使用的模型，该研究探讨了与五名男性从业者在托儿所中混合性别劳动力的影响。我们还将对更广泛的部门进行调查，以寻求有关男性招聘和保留的数据，以及有关以前，正在进行和将来的越来越多的方法的信息。此外，我们将对关键培训提供者，职业利益相关者和关键ECE战略家进行支持。调查结果将转化为ECE提供者和经理的建议和培训途径。我们将为一组这些利益相关者提供培训活动，然后他们将充当Mitey的“冠军”，并进一步级联向ECE领域的其他人级联。我们还将根据最佳证据生产一个免费分配给该行业的培训工具包。我们将在项目结束时举行会议，集结并交流我们所有的学习。一个关键目的是利用我们的发现来开发一种可行且明确的理论，该理论合理化了在ECE劳动力中包括男人的价值，并且可以由ECE专业人员和其他人占领，以提倡增加男人的人数。该研究将采用沃林在性别和教育方面的长期研究中提取的创新理论，该理论的重点是性别灵活教学法的概念。该概念解决了转变传统性别规范的可能性和机会，并需要愿意并且能够穿越传统性别界限的性别敏感从业者，并鼓励孩子们做同样的事情。通过使ECE提供者能够向年幼的孩子展示护理是男人和女性的活动，我们将加强努力，以帮助幼儿挑战性别刻板印象，以使他们成长以使他们在家庭中对自己的职责和性别的作用较少而成长，从而在家庭中进行欧洲研究，以促进EC的首次研究，以收集和融合良好的善良，以弥补和融合性格，并在整理中融合了良好的态度，并掌握了良好的态度。劳动力。它将首次创建强大的证据基础和实质性的学习经验，以支持ECE提供者创建更多性别多样性劳动力的动力，以及帮助他们制定最有效的策略，并向潜在的新兵，ECE提供者，父母，父母，培训提供者和职业服务传达关键信息。