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How did they do it?

How did they do it?. An investigation into the strategies used in Birmingham to improve the recruitment of people from ethnic minority groups to the childcare workforce. Introduction. Danielle Carey

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How did they do it?

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  1. How did they do it? An investigation into the strategies used in Birmingham to improve the recruitment of people from ethnic minority groups to the childcare workforce.

  2. Introduction • Danielle Carey • FE Co-ordinator Early Years and Care Programmes at Birmingham College of Food Tourism and Creative Studies. • This research was conducted as part of a Masters Degree in Early Years Education at Sheffield University.

  3. Improving Ethnic Recruitment to Birmingham’s childcare workforce. • Birmingham EYDCP Data Ethnic Minority Recruitment 28% • National Ethnic Minority Recruitment 6%

  4. Methodology • This research was carried out with the permission of Birmingham Early Years Development and Childcare Partnership (EYDCP) and Birmingham and Solihull Learning Skills Council. (BSLSC) • The “snowball method” was used to identify relevant interviewees. • 8 semi-structured interviews took place

  5. Birmingham EYDCP Ethnicity Statistics 2001/2004 (Birmingham EYDCP Archive Ethnicity Data)

  6. Which settings are included in Birmingham 2004 EYDCP workforce statistics? • Full day care - 67% • Childminders – 17% • Sessional day care – 16%

  7. Findings • Targets for recruitment were set and monitored. (EYDCP and BSLSC) • The Childcare Recruitment Team were given a lead role in identifying barriers to training/employment and developing strategies to overcome them.

  8. Setting and monitoring targets for improvement. • EYDCP annual workforce survey • BSLSC Ethnic Diversity Impact Measures (EDIM’s)

  9. Identifying and Overcoming Barriers to training/employment • Careers advisors were made fully aware of employment opportunities in the childcare sector. • Improved Marketing the Child Care Recruitment Team: attended community events, made use of community radio stations and advertised childcare opportunities on local buses, trams and trains. • Training – community based provision, women only courses, courses at appropriate times. • Family friendly flexible working patterns

  10. Job Applications. • Competing application forms. • Interview preparation/techniques. • Support with CRB completion. • Inviting under represented groups to apply for vacancies.

  11. Support with Language • ‘Small Talk’ focused on “…helping people to learn the language of childcare… relating to play, school and dealing with behaviour.”

  12. Conclusion • EYDCP and BSLSC working in partnership with local colleges/training providers and local communities. • Careers advisors being able to provide up to date information to prospective childcare workers. • Providing support: with language, CRB applications, completing job application forms and conducting mock interviews. • Offering community based training.

  13. Limitations of the Study • Serendipity • Case Study • Data Analysis

  14. The Future • First Base programme • Extension of community based training. • Long term study of Level 3 destination data.

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