If you look around a daycare center (kinderdagverblijf/KDV) or after-school care (BSO), you'll mostly see women. That's no coincidence: less than 6% of childcare staff are men. Why are men so rarely found in this industry, and why does this make the sector more vulnerable?
Why Is the Share of Men in Childcare So Low?
The low percentage of men in childcare is not a new phenomenon. For decades, the share of male childcare workers has remained below 6%, while other sectors in healthcare and education have gradually become more gender-diverse. Childcare is an exception to this trend. An important explanation lies in the structure of the sector itself: the staff-to-child ratio is legally fixed, meaning that relatively many staff members are needed for a limited number of children. This makes childcare labor-intensive and therefore expensive for employers. Salaries have lagged behind comparable positions in primary education for years, making the profession financially less attractive to a broad group of candidates—particularly men, who are still more often seeking well-paid jobs.
Additionally, gender segregation in the labor market plays a role. Despite recent historical developments, men are still socially less encouraged to care for young children, while women continue to be seen as natural caregivers. This assumption influences educational choices, job-seeking behavior, and the availability of internships. BOinK observes that men who do want to enter the sector often face extra barriers when finding an internship placement or permanent position.
How the Profession's Image Holds Men Back
The profession of childcare worker carries an image that puts many men off. This image is not necessarily negative, but it is limiting. It is seen as caring, emotional, and physically demanding work—qualities that are less frequently associated with masculinity in public discourse. Men who do choose this work regularly face questions about their motivation or even distrust from parents. This makes the profession unappealing on both a professional and personal level.
The Gap Between Appreciation and Actual Status
Society claims to value childcare, but doesn't translate that into status or income. Childcare workers are praised as essential for young children's development, yet the profession offers limited career progression and high turnover. For men, who on average still experience more economic pressure to contribute to household income, this discrepancy weighs especially heavily. The appreciation often remains just words, while workload and administrative burdens increase. This makes the profession less appealing than it should be for anyone drawn to working with children.
The Taboo Around Male Sensitivity and Children's Attachment
A deeper barrier is the cultural tension around men having intimate contact with young children. Sensitivity and attachment are seen as core values in childcare pedagogy, but are not readily linked to male characteristics. Men are also more frequently scrutinized for boundary-crossing behavior, while women often escape this scrutiny. This double standard makes working in childcare emotionally taxing for men. They must not only do their job well, but constantly justify their presence. This drains energy that could otherwise be invested elsewhere in the profession. However, scientific research shows that there are no major differences in sensitivity between men and women in daycare, and children attach equally quickly to male and female caregivers. This argues for a more equal ratio among staff.
What Does the Shortage Mean for the Quality of Care?
The absence of men in childcare is more than a diversity issue. It affects the quality of care itself. In their earliest years, children see almost exclusively women in caregiving roles, which limits their understanding of gender roles. Men often bring different interaction styles: more physical play, a different approach to risks and conflicts, and sometimes different communication patterns. This variety is pedagogically valuable because children learn to interact with different types of adults and gain a more complete picture of society.
Additionally, the one-sided composition makes the sector vulnerable to staff shortages. If you only appeal to a limited group, you shrink the labor pool you can draw from. With growing demand for childcare and rising qualification requirements, every additional source of staff is needed. Childcare cannot afford to systematically exclude half the workforce. Organizations that have successfully attracted diverse staff often report a more positive team climate and more creative solutions to everyday challenges.
How the Industry Can Retain and Attract Men
Change requires more than good intentions. The sector must actively work to create an environment where men feel welcome and can stay. This starts with recognizing that the current culture is not neutral, but shaped by decades of gender patterns. Only then can targeted measures be effective.
Concrete Steps for Managers
Managers can start by making men visible in the organization. Feature male staff in recruitment materials, offer them mentorship roles for new male colleagues, and ensure onboarding that explicitly addresses the experiences of men in the sector. Salary increases and career pathways are equally important: if childcare wants to compete with other sectors, it must also match them in compensation. BOinK has long advocated for better working conditions to make the profession broadly attractive.
It also helps to make conversations about gender discussable. Ask male staff about their experiences without making them spokespersons. Create space for feedback about biases from parents or colleagues, and be willing to act on it. A man who feels heard will stay longer than one who keeps his frustrations to himself.
What Parents Can Do to Welcome Men
Parents play an underestimated role in whether men succeed in childcare. Your attitude toward a male childcare worker is picked up by your child. Show openness, ask the same questions you would of a woman, and avoid comments that frame a man's presence as unusual or suspicious. If you have concerns about something specific, discuss them with the manager in the same way you would with a female colleague.
When choosing a daycare center (kinderdagverblijf) or after-school care (BSO), also pay attention to the team's composition. An organization that actively pursues diversity demonstrates that it thinks about the quality of care in broader terms. Ask during a tour about the representation of men and what the organization does to increase it. You don't need to be an activist to send a signal with your choice.
Getting Started
The absence of men in childcare is not a natural given, but the result of structural choices and cultural patterns. As a parent, you can influence these patterns through your attitude, your questions, and your choices. Want to know which childcare organizations in your area are actively working toward a diverse team? On kiddie.nl, you can compare locations based on criteria that matter to your family, including the atmosphere and composition of the team.
