ABSTRACT
This chapter synthesises findings reported throughout the book. Regarding reasons why men leave the field, the importance of individualised factors such as internal motivations and agency were stressed. External factors include transactional leadership style and lack of professional training. On the societal level, male hegemonic expectations make it difficult for men to enter and remain. Reasons for men staying in the field focus on personal job satisfaction related to work with children and the ability to construct a masculine identity that accommodates caring. Binary gender structures were found deleterious to men’s successful integration into ECEC. Male tokenism enables men to remain but creates discomfort. When compared with women’s work longevity in ECEC, men must cope with societal bias and suspicion, which challenges their remaining in the field. Significant cultural influences on men’s participation in ECEC were found, and variations between caring structures in countries make a difference. Also, societal conventions regarding gender equality often influence career trajectories. The collaborative research endeavour was found to generate high motivation among researchers, who benefited from international cooperation, producing multiple perspectives on the data analysis. Recommendations focus on creating gender sensitive work environments to address stress and discomfort of male workers.
