We’re all far too familiar with this statistic by now, but we’ll never be tired of quoting it: only 2% of the early years workforce in the UK is male. It’s a figure that has remained stubbornly low for years, and while we’ve grown used to hearing it, that doesn’t make it any less important. When children only see women in caring and teaching roles, we miss a huge opportunity to show them that empathy, playfulness, and nurturing belong to everyone, not just one gender.

We’ve seen time and again how gender-diverse teams help broaden children’s worldviews, challenge stereotypes early on, and foster emotional resilience in both boys and girls. But achieving that balance doesn’t happen by accident – it requires intention.

That’s why we believe every early years setting should consider appointing a MENCo: a Male Educator Needs Coordinator. This role actively champions male inclusion and helps build settings where gender balance truly thrives.

 

The Role of a MENCo in Early Years Settings

So, what exactly does a MENCo do?

The Male Educator Needs Coordinator is someone within a setting who takes the lead on making male inclusion more than just a conversation – it becomes action. Their responsibilities typically include supporting inclusive recruitment and marketing practices, coordinating coaching and mentorship for male staff, engaging with fathers and male carers in the community, and shaping internal training around gender-inclusive practice.

A MENCo doesn’t replace wider Equality, Diversity and Inclusion (EDI) roles – instead, they complement them. While EDI officers tend to look at inclusivity as a whole, a MENCo focuses specifically on the lived experiences of male educators and the systemic barriers they may face. It’s this intentionality that makes the difference.

Whether it’s helping new male practitioners settle in, co-designing marketing that appeals to male applicants, or opening conversations around unconscious bias in the workplace, a MENCo acts as a consistent point of leadership and support. It’s a role that can sit with a manager, a room leader, or any staff member with the passion and training to champion real change.

 

Why We Coined the Term ‘MENCo’

MENCo stands for Male Educator Needs Coordinator – a role we coined at Male Childcare & Teaching Jobs to bring clarity, structure, and accountability to the work of male inclusion in early years settings.

For too long, efforts to include and support male educators have been informal, inconsistent, and often left to chance. By giving this role a clear name, we’re sending a message: male inclusion deserves the same strategic attention we give to other areas of inclusion.

We took inspiration from the SENCo role – now a well-established pillar in education – and asked, why don’t we have something similar for gender balance? Naming the role is more than a label. It legitimises the work, prioritises it in leadership conversations, and encourages settings to take meaningful, sustained action.

 

What the Research and Real-Life Experiences Say About Gender Diversity

The research is clear: when children are exposed to both male and female educators from an early age, it helps to broaden their understanding of gender roles and challenge outdated stereotypes. According to studies by the Fatherhood Institute and Education Policy Institute, a gender-diverse workforce contributes to children developing more balanced views of who can care, lead, and nurture.

Beyond the classroom, settings that prioritise male inclusion often report stronger family engagement, particularly from fathers and male carers who feel more welcomed and involved. It fosters a sense of representation and belonging – not just for staff, but for the wider community too.

We’ve seen this in action at Eagley School House Nurseries, where the team piloted a MENCo-style approach. Ryan, a Room Leader and passionate advocate for male inclusion, took on the responsibility of supporting new male staff, running a “Dads Matter Chatter” group, and contributing to recruitment efforts that led to increased male applicants. The ripple effect has been clear: staff morale is higher, family feedback is overwhelmingly positive, and the setting has become a place where gender inclusion is embedded, not just discussed.

 

Common Barriers Faced by Male Educators in Early Years

Despite the growing recognition of the need for gender diversity in early years, male educators still face a range of barriers that can make their journey challenging – and at times, isolating.

Social stigma remains one of the biggest hurdles. Some male practitioners feel they’re under constant scrutiny, particularly around physical contact or emotional expression. Parental concerns, often fuelled by outdated assumptions, can add another layer of pressure. On top of that, there’s a noticeable lack of CPD on gender diversity, mentoring, or peer support tailored specifically to men in the sector.

Too often, these challenges are left unspoken or brushed aside. That’s exactly why the MENCo role is so important. It ensures someone is actively listening, advocating, and putting practical steps in place to make sure male educators feel safe, supported, and empowered in their careers.

 

How a MENCo Can Break These Barriers in Early Years

This is where the MENCo really comes into their own – by turning insight into action.

A MENCo is well placed to introduce mentoring schemes that connect male educators within and across settings, giving them a space to share experiences, ask questions, and feel less alone. They can lead or support recruitment campaigns that speak directly to men, highlighting the value and joy of working in early years. And they often play a vital role in family engagement – helping to build relationships with fathers and male carers, and tackling any hesitations or misconceptions head-on.

Working closely with senior leadership, a MENCo can also support inclusive policy reviews – whether that’s safer working practices, parental communication, or staff wellbeing. The idea is to create a workplace where men feel not just welcome, but seen and celebrated.

And how do we know it’s working? Through staff retention figures, a rise in male applicants, regular staff feedback, and even internal culture audits. When a setting is intentional about inclusion, it shows – and the MENCo ensures those efforts don’t slip off the radar.

This isn’t a tick-box role. It’s about culture, confidence, and real change.

 

A Win for Everyone: Benefits for Children, Staff, and Families

The benefits of appointing a MENCo go far beyond supporting male staff – they ripple out to children, colleagues, and families too.

When children grow up seeing both men and women teaching, comforting, storytelling, and leading play, they begin to understand that care has no gender. It challenges assumptions early on and sends a powerful message: everyone can be nurturing, kind, and creative. For boys, this opens up emotional space; for girls, it reshapes their expectations of men.

Staff also thrive in more inclusive teams. When everyone feels seen and supported, morale rises, collaboration improves, and workplace wellbeing becomes a shared priority – not an afterthought.

And families notice. Fathers and male carers are more likely to get involved in nursery life when they see themselves reflected in the staff team. They attend stay-and-play sessions, open up in parent meetings, and engage more meaningfully in their children’s learning.

The MENCo becomes a visible reminder that the setting values representation, diversity, and inclusion – not just in theory, but in practice. It’s a role that strengthens culture and builds a deeper sense of belonging across the entire community.

Because when inclusion is done well, everyone benefits.

 

Summary & Call to Action

Appointing a MENCo isn’t just about representation – it’s a powerful, practical step towards building more inclusive, balanced, and forward-thinking early years settings.

We know that change takes time, but it starts with intention. If you’re serious about improving gender diversity, start by reviewing your current approach and identifying someone within your team who could lead on this work. Whether it’s a passionate practitioner, a senior leader, or someone with lived experience – they can begin laying the groundwork for meaningful impact.

You don’t have to figure it all out on your own. At Male Childcare & Teaching Jobs, we offer guidance, training, and ready-made frameworks to help you appoint and support a MENCo in your setting. From policy reviews to mentoring toolkits and case studies, we’re here to walk this journey with you.

Learn more about our memberships to explore how we can support your setting in building a stronger, more inclusive workforce – one step at a time.