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Mogelijke drempels voor betrokkenheid van vaders. Men in Childcare Is it getting better all the time?. Is it getting better? Research : profile male worker Campaign Exchange with European Colleagues Work around fathers My own personal history -since 26 years as man in childcare

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Presentation Transcript
slide1

Mogelijke drempels voor betrokkenheid

van vaders

Men in

Childcare

Is it getting better all the time?

slide2

Is it getting better?

  • Research: profile male worker
  • Campaign
  • Exchange with European
  • Colleagues
  • Work around fathers
  • My own personal history
  • -since 26 years as man in childcare
  • -as father
slide3

Gender segregation in Child care

2002

Under threes:

nurseries: 12 men / 3417

0.35%

Family day carers: 44 men / 7.409

0.07%

School children (2.5-12 years)

After-school clubs : 35men / 907

3.87%

slide4

To change gendersegregation in

  • ECEC we need coherent policy on all levels:
  • change social contstruction on care and young children
  • make training and recrutement and services gender neutral
  • long time policy on local and national and European level.
slide5

Is it getting better all the time?

  • Why so many women go into childcare?
  • Why men stay out?
  • How can we bring more men in?
slide6

Why so many women go into childcare?

  • Care in Family is gendered
  • Jobs in Child care as extensions of mother role
  • Reserved employment for women
  • Employment programs
  • Girls have role model
  • Possibilities combination work-family

Iit gettng better

slide7

Care in the family is gendered

  • 18 the century:
  • Division of work between men and women
  • Raison and feelings become strongly gendered
  • Women as protectors against corrupting market
  • and vanity of public (men’s) world
  • Mother care is seen as natural care for young children
  • La mythe de l’ amour maternelle
  • Badinter ’84 ‘Canella 97
slide8

From mothering to low paid work

  • Hevey and Curtis ’96 and Moss and Brannen ‘93:
  • Care of young children
  • as extension of mothering role:
  • women need no training.
  • This reinforce the low status
  • of early years work helping to keep pay low
  • and turover low …and men out.
  • Competences of care job are not clairly defined
  • Employment programs for low skilled women
  • Initial qualification low and offers no or few access
  • to more education and qualification
slide9

ECEC: reserved employment for women

  • Gendersegregation in professions
  • is nearly universal but there are 5 times less female
  • professions: secretary work , teacher and care.
  • OECD 1998
  • ‘femine jobs allow combination work-family life.
  • Esping –Andersen:
  • birth rate dropped from 2.1 to 1.6 in Sweden
  • due to elinimination of 100.000 welfare jobs.
  • Masculinization of female biographies
  • hides persistent female choices
      • Safe place for women
slide10

Why men stay out?

  • Female world
  • Badly paid
  • Association with abuse
  • Conflict with male identity
  • No role models in own childhood
  • Negative reaction of friends, family and school
slide11

Is it getting better all the time?

  • 3. How can we bring more men in ?
  • Professionalisation of ECEC
  • Make ECEC mor attractive for men
  • Gender neutral recrutement procedures
  • Coherent long time policy on local and national level
slide12

Is it getting better all the time?

  • 3. How can we bring more men in ?
  • Professionalisation of ECEC
  • Oppportunities for adult education
  • Change image of training
  • Link with training for other jobs
  • Pre training course for men (Scotland)
  • Possibilities for jobrotation
  • Better pay
slide13

Is it getting better all the time?

  • 3. How can we bring more men in ?
  • Make ECEC more attractive for men
  • Create experimental centres with as many men as women
  • Father involvement
  • ¨Images of men and children in centres for young children
  • Networks for men working in centres (Norway)
  • Gender neutral climat
slide14

Is it getting better all the time?

  • 3. How can we bring more men in ?
  • Recrutement:
  • gender screening of procedures and materials
  • Focus on men that were active in child or youth work
  • Employment and training programs for adult men
  • :
slide15

Is it getting better all the time?

  • 3. How can we bring more men in ?
  • Coherent long term policy on local and national level
  • Gender balans as a quality criteria for ECEC
  • Certain percentage of men required
  • Gender diversity must stay on political agenda
  • Increase of the salaries
  • Gender neutral name
  • for the profession
slide16

Is it getting better all the time?

3. How can we bring more men in ?

  • Media campaigns around genderdiversity:
  • Use male images of working with children
  • Positive message: men have an
  • important role in the lives of young
  • children

Wanted: Treasurer

with down-to-earth

attitude

slide17

Wanted: Foremen. Hut building skills an asset

-Create an image that is different

from typically feminine

image

slide18

German Campaign in 2 0 0 4

Posters used in Germany

Wanted: manager

for the division

‘redskin tales’

slide19

Flemish Community of Belgium

Results of Campaign: 2002-2004

Under threes:

nurseries: 2002: 12 men / 3417/0.35%

Until now no effect

Family day carers:2002: 5 men / 7.409/0.07%

2004: 44 men/ 0.59%

School children (2.5-12 years)

After-school clubs : 2002:35men / 907 /3.87%

2004: 51/ 5.62%

Number of men in training from 6.5% to 20%

dropped back after campaaign stopped to 10%

slide20

German Campaign in 2004- 2005

Posters used in Germany

Wanted: accountant Knowledge of

figures not required

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