The child care sector in the United States is facing one of its biggest challenges: a persistent shortage of workers. While other industries such as nursing, manufacturing, and electrical work have benefited from apprenticeships and “earn while you learn” models, early childhood education has lagged behind. Now, experts believe that apprenticeships, stronger male recruitment, and a shift in marketing strategies could finally serve as the “silver bullet” solution to the industry’s staffing crisis.
For decades, men have represented only about 3 percent of the early childhood workforce, leaving classrooms overwhelmingly female-dominated. Advocates argue that this imbalance not only affects the children who benefit from diverse role models but also leaves the profession undervalued. Reeva Murphy, director of the Early Childhood Workforce Connector, notes that the federal government has only recently recognized early childhood education as an emerging field for apprenticeships, despite her advocating for such programs nearly 30 years ago. Today, with over 1,000 apprentices already enrolled, these initiatives are starting to show real promise.
Apprenticeships are particularly appealing to men, according to Calvin Moore, CEO of the Council for Professional Recognition. Men often view apprenticeships as a direct, practical pathway compared to traditional college degrees. By combining training, certification, and wages, apprenticeships provide a clear entry point into child care, making the field more attractive to young men. Programs like the high school Child Development Associate (CDA) certification have already begun shifting perceptions, with some districts reporting nearly 50 percent male participation.
However, recruitment is only half of the battle. Advocates stress the importance of male representation in outreach efforts, with organizations like MenTeach.org proving that men are more likely to enter the profession if they see others like themselves succeeding in it. Teachers like Kyle Dooley, who has worked in early childhood classrooms for six years, emphasize that the language used to describe child care also matters. Terms like “nurturing” and “patient,” while accurate, do not always resonate with young men. Instead, framing the profession as one requiring strength, courage, and leadership could inspire a new generation of male educators.
Yet, the question of compensation remains the biggest barrier. According to the Center for the Study of Child Care Employment, child care workers earn an average of $13.07 per hour, placing them in the bottom 3 percent of wages nationwide. Some experts argue that attracting more men to the field could push wages higher, following trends seen in nursing and computer science. Others, however, believe wages must increase first before men—often viewed as primary breadwinners—will consider the profession seriously. This creates a chicken-and-egg dilemma: should the focus be on increasing pay first, or recruiting men to create the market pressure for higher salaries?
Experts like Shauna Dyer point to the gender devaluation theory, where fields dominated by women tend to see lower wages. If early childhood education could shift toward a more balanced workforce, it might mirror the wage increases seen in historically female fields that men entered in greater numbers. At the same time, structural improvements such as multiple licensure pathways could help child care mirror nursing’s tiered career model, offering better upward mobility for teachers.
Beyond pay and recruitment, societal attitudes are slowly changing. Platforms like TikTok and Instagram showcase more male influencers working in classrooms, breaking down stereotypes about child care as a “women’s field.” Moreover, with fathers spending more time with their children than previous generations, the idea of men as caregivers has gained cultural legitimacy. Technological safeguards and compliance measures in classrooms have also eased past concerns about male teachers working with young children, helping normalize their presence in early childhood spaces.
Still, experts acknowledge that the road ahead is steep. Recruiting men into the field requires not only better marketing and apprenticeships, but also a broader recognition of the value of child care as essential infrastructure for the economy. As Murphy puts it, “We’re the workforce behind your workforce. Parents cannot succeed in their jobs if child care workers aren’t there to support them.”
Conclusion: The staffing crisis in early childhood education will not be solved overnight, but apprenticeships and targeted recruitment of men may offer a breakthrough. By reframing child care as a field of strength, courage, and professional opportunity—while simultaneously addressing its wage challenges—the industry could finally move toward long-term sustainability. The future of child care depends not only on filling classrooms but on ensuring the profession is respected, valued, and accessible to all.
