This report by the Scottish Government to explores the range of factors that may be contributing to the decline in the Scottish childminder workforce and seeks to identify ways to better recruit, support and retain them.
The childminding workforce has declined by 28% in Scotland between 2014 and 2020 (from 6,102 to 4,395), with annual decreases accelerating since 2017. The proportion of childminders aged over 55 has been steadily increasing; in 2020 24% of the childminding workforce was aged over 55, compared with 11% in 2010.
This points to high levels of attrition in the next few years, as more childminders retire or leave for other reasons.
The research identified a number of gaps between the support and information childminders were aware of, and what is actually available. A key overarching issue, therefore, is how existing and ongoing work can be supported by more effective communications to time-pressed childminders.
Main Findings:
- The process of becoming a childminder was generally viewed by current and potential childminders as time consuming and overly bureaucratic. Start-up costs and concerns about whether they could make a profitable business were also mentioned as key barriers.
- There is a the perception that being a childminder entails an off-putting amount of administration and paperwork. Some childminders felt they were being unfairly asked to produce a similar level of documentation to that required of larger settings, such as nurseries. Inspections were also viewed by current and former childminders as stressful.
- Pay and income are well documented challenges for recruiting and maintaining a skilled Early Years workforce. The amount of administration required was seen as exacerbating the low pay issue because of the longer hours it requires of childminders, who are largely sole traders and responsible for all their own administration. The lack of maternity leave, sick leave and pensions were also factors on financial viability.
- Fitting unpaid training in around running their service and administrative work was viewed as problematic because it would mean eating into childminders’ time off with their own families. The qualitative findings also showed a desire for clearer paths for career progression and for clearer information on what courses are officially recognised and are worth investing time and fees in.
- The vast majority of childminders are sole traders and working alone was therefore seen as part of the job. However, it also had the potential to have a negative impact on job satisfaction and stress levels. Childminders who had received support from a Childminder Support Worker felt this had been very beneficial both in keeping them informed about training, qualifications and inspection, and for their wellbeing and confidence.
- Views on the impact of the expansion of funded ELC hours on childminding varied among current and former childminders. Those that were delivering funded hours had mixed views on the hourly rates paid by local authorities, and whether they were worse or better off because of them.
- A wider barrier to retaining and recruiting childminders was a perception that careers in early years in general, and childminding in particular, were viewed as ‘low status’ among the public. Negative perceptions and lack of understanding of childminding were seen as a significant issue contributing both to attitudes towards becoming a childminder, and to the morale of the current childminding workforce.