Search

Our look at the well-being of California's early educators points to the need to consider work environments in early care and education (ECE) policy development. The learning environments of young children are also the work environments of the ECE workforce. Supportive and safe work environments that foster a respectful workplace climate can enhance educators' practice, professional esteem, and job satisfaction. This is the second of three reports, drawn from our statewide survey of nearly 1,800 early educators. Our findings show that: (1) Though the majority of early educators find satisfaction and reward from their work with children, many feel their work is not respected; (2) Despite their dedication to their profession, many educators encounter inadequate work environments: more than two thirds of center teachers are given duties no one else wants, and nearly a tenth have been the target of racial slurs at work; and (3) Working with children with challenging behaviors, finding planning time and spending time with individual children are common classroom challenges.

Early care and education (ECE) programs are central to a thriving community: they support the well-being of children as well as their families. In Contra Costa County, approximately 260 child care centers serve children from birth through age five, along with 765 family child care providers operating in their own homes. These nurturing and vibrant learning environments reflect the ECE workforce, a highly skilled yet undervalued professional group of nearly 4,000 individuals. Building on the "California Early Care and Education Workforce Study," this report provides a snapshot of the state of the licensed ECE workforce in Contra Costa County. Chapter 1 offers a profile of its core members: family child care providers and center-based educators (directors, teachers, and assistants). Chapter 2 describes the state of educator well-being, and Chapter 3 explores stability for center- and home-based programs and for professionals in the field. [This report was funded by First 5 Contra Costa, the Contra Costa County Office of Education/Local Planning Council, the Contra Costa County Employment Human Services Department's Community Services Bureau, and CoCoKids.]

Working with young children is intellectually, emotionally, and physically demanding. These challenges are compounded by the inadequate compensation that characterizes the early care and education (ECE) sector and lack of workplace support such as access to health benefits, retirement plans, and time off (Montoya et al., 2022). The cumulative strain can intensify the stress experienced by early educators, adversely affecting both their emotional and physical well-being (Cumming, 2017). The California Early Care and Education Workforce Study is an ongoing longitudinal study that provides comprehensive statewide and regional information on the center- and home-based ECE workforce. The Center for the Study of Child Care Employment (CSCCE) launched the current workforce study in 2020 to provide an update on the status of the workforce since the previous study in 2006 (Whitebook et al., 2006). Phase 2 of the present study was conducted during 2023, collecting information predominantly from educators who had participated in 2020. This report focuses on the emotional and physical well-being of California's ECE workforce who work with children birth to age five. It is the first in a series on early educator well-being, highlighting findings from Phase 2 of the California Early Care and Education Workforce Study. [Also acknowledged was funding by Blue Shield of California Foundation.]

First 5 Los Angeles County partnered with the Center for the Study of Child Care Employment (CSCCE) to explore the state of child care centers and family child care (FCC) providers. As part of the California Early Care and Education Workforce Study, CSCCE conducted surveys in 2020 and 2023 to measure both individual- and site-level factors. In this report, we present highlights from longitudinal trends in each of the two levels (Chapters 1 and 2), as well as a portrait of current educator well-being (Chapter 3). [This report was funded by First 5 Los Angeles County and the Los Angeles County Office of Education.]