Amidst a shortage of skilled workers in numerous childcare centers, Lower Saxony has seen an unexpected boost in employment. According to a study by the Institute for Employment Research Lower Saxony-Bremen, the childcare sector added over 26,700 employees by 2022, representing a 52% increase compared to 2013. However, the researchers also highlighted a concerning issue - approximately 20% of these workers, primarily women (94%), frequently switch careers, opting for new opportunities.
This high turnover rate could be a result of various factors, such as challenging working conditions under team shortages, physical strain, and stress. To combat this problem, enhancing working conditions could be the key. This could encourage professionals to stay in the field longer or allow part-timers to work more hours. At present, part-time employment in childcare is staggeringly high, with 72% of the workforce working part-time.
The researchers noted an improvement in wages over the years. Interestingly, full-time childcare workers now earn around 3,600 euros gross, which is slightly above the median salary in Lower Saxony. The childcare sector's significant growth recently has been attributed to its significant role in society.
Furthermore, the gender ratio and part-time employment in childcare are significantly skewed towards women and part-time workers, with fewer foreign workers compared to other sectors. One explanation could be the complexity in recognizing foreign qualifications in this profession.
To retain skilled workers and reduce the high turnover rate, it's crucial to address these issues by improving working conditions, offering opportunities for professionals to increase their weekly hours, and staying in the sector longer.
Additional Insights:
- The societal significance of childcare centers contributes to their attraction as a career choice. However, low pay, lack of educational support, and limited career advancement opportunities can contribute to high turnover rates.
- Providing a living wage, offering educational support, improving the work environment, and offering flexible work arrangements can lead to a more attractive, sustainable, and supportive work environment for female educators.
