Better, cheaper childcare is on the horizon in Australia, but 4 key challenges remain

December 5, 2023

About 100 early childhood experts are meeting in Canberra today for a national summit on children who are five and under.


This is part of the Albanese government’s work to develop an early years strategy to ensure Australian kids “have the best start at life in their critical early years of development”. It is also the latest in a flurry of activity around early childhood education and care.


The federal government has just set up two major inquiries. Last week it established a Productivity Commission inquiry into early childhood education. The Australian Competition and Consumer Commission began its inquiry into the cost of childcare last month.

Meanwhile, states are also making massive commitments. The Victorian and New South Wales governments have made multibillion-dollar promises to expand preschool for three- and four-year-olds. Former prime minister Julia Gillard is leading a royal commission into early education and care in South Australia, with an interim report due in August.


Universal, affordable and high-quality early education for Australian families is on the horizon. But four key challenges remain.

1. We still have ‘childcare deserts’

Access to early childhood education and care is not equal in Australia, and depends on where families live.

Regional and rural families are more likely to have poorer access, and many live in “childcare deserts”. In these areas, more than three children vie for every childcare place. About one million Australians live in an area with no access to childcare at all.

It is easier to get a childcare place in high socioeconomic and metropolitan areas, suggesting access is not equitable. We need to address this, as research in Australia and overseas highlights the importance of early education and care for children’s social and cognitive development, especially for children from disadvantaged backgrounds.


2. Childcare is really expensive

In recent years, the Coalition government injected significant funds into childcare subsidies. But the cost of early childhood services remains a key issue for many families.

The Albanese government will increase the subsidy again, as of July 2023. This will ease some of the financial strain.

However, subsidy changes provide only temporary relief, as childcare costs often rise again. The Labor government has also said it will investigate the feasibility of a 90% subsidy regardless of income, although it is not clear how this will occur or how it will be funded.


3. Work requirements are not working

A 2022 Impact Economics report showed how the government’s “activity test” is a major barrier to parents working.

Under the current test, families need to do certain amounts of paid work, such as study, training, volunteering or care, to receive certain hours of childcare subsidies. For example, parents doing less than eight hours of work a fortnight only get 24 hours of subsidised care for the same period. Those doing 48 hours of work get 100 hours of subsidised care.

Read more: The 2018 childcare package was partly designed to help families work more. But the benefits were too modest to matter

If there are two parents in a family, the activity test is based on the parent who works the least.

Impact Economics found the activity test was not encouraging people to work. Rather, it found low-income families were less likely to use childcare because of the restriction to hours of care. So the activity test can lock children from disadvantaged backgrounds out of early learning, despite being the group that would benefit the most.


4. Early childhood educators are overworked and not paid enough

There are also major challenges around retention, pay and professional work conditions for the early education sector.

A 2021 survey by the United Workers Union showed that 73% of educators envisaged leaving the early childhood sector by 2024. Excessive workloads and low pay were the two main reasons cited by more than 4,000 current and former educators who participated in the research.

Read more: How a Canadian program that helps educators 'thrive' not just 'survive' could help address Australia's childcare staff shortage

Job vacancy rates are at historically high levels and the lack of qualified staff is a major restraint on increasing access to childcare services. To enhance efforts to attract and retain staff, educators are calling for a pay increase of between 13% and 30% over the next four years.

The Australian Education Union is also negotiating for other changes to the early childhood profession, such as increased participation in professional development and changes to the structure of education and training.


The good news … and the reality check

A noticeable feature of the Albanese government’s approach to early learning is a greater emphasis on children’s development and wellbeing.

The summit has an explicit focus on making sure children are “thriving”. Social Services Minister Amanda Rishworth has stressed how the most significant stages of brain development happen before children turn five.

By getting it right in the early years of a child’s life, we can help set the foundations for a happy, healthy, and successful future.

This marks a shift in government language, which previously talked about childcare in terms of boosting female workforce participation.

Nevertheless, huge challenges remain in the sector. Addressing them will be a major task for the government if is going to progress beyond summits and strategies to deliver real change.


Source:  https://theconversation.com/better-cheaper-childcare-is-on-the-horizon-in-australia-but-4-key-challenges-remain-199864

June 13, 2024
As the year draws to a close, it is vital to pause and reflect on your journey and relationships in your personal lives and careers. Self-reflection is a powerful tool for introspection, helping us understand our core nature and facilitating personal growth as we work towards a better version of ourselves. Whether you’re evaluating your work-life balance , personal development , or career progression , self-reflection can be incredibly empowering and beneficial for your overall well-being. The value of reflection and introspection Harnessing the power of reflection As we approach the end of the year, taking the time to reflect on the past twelve months is not just a ritual but a powerful tool for personal and professional growth. Reflection allows us to pause in our fast-paced lives and examine our experiences, decisions, and actions. It allows us to celebrate our successes, learn from our mistakes, and acknowledge our growth areas. By looking back, we gain valuable insights that empower us to approach the future with a more informed and intentional mindset. Understanding ourselves better Introspection is a vital component of self-reflection. It involves diving deep into our thoughts, feelings, and motivations. This process helps us understand why we do what we do, what drives our decisions, and how our actions align with our core values and goals. Understanding ourselves better is crucial for personal development and helps us make more authentic and aligned choices in the future. Setting the stage for future success Reflecting on the past year sets the foundation for setting realistic and meaningful goals for the new year. It helps us identify what we truly want, what areas need more attention, and what strategies worked or didn’t work. This clarity is essential for setting goals that are both ambitious and achievable and aligned with our personal and professional aspirations. Promoting well-being and reducing stress The act of reflection can be therapeutic. It allows us to process our experiences, both positive and negative, and can lead to a greater sense of peace and closure. This is especially important in today’s world, where we often rush from one task to another without taking the time to process our experiences. Reflecting on the year helps us close chapters, reduce stress, and approach the new year with renewed energy and optimism. Fostering continuous learning and adaptability The world is constantly changing, and adaptability has become a crucial skill. Reflecting on how we’ve navigated changes in the past year, both expected and unexpected, prepares us for future uncertainties. It reinforces continuous learning and adapting, essential in personal and professional contexts. Year-end review: 10 questions for self-reflection Here are 10 thought-provoking questions to guide your year-end reflection. These questions cover various aspects of your life, including work experiences, personal growth, work-life balance, and future aspirations. As you answer them, be honest and consider writing down your responses for a more tangible record of your thoughts and goals. Sample answers help guide and inspire you as you reflect upon your year. These example answers provide a glimpse into the kind of introspection and planning that can result from such reflective questions, helping you assess your current state and set meaningful goals for the future. 1. Best and worst work experiences What were your best and worst work experiences in the last 12 months? Be specific about projects, teams, roles, and activities. Sample answers Best: Leading a successful project launch, mentoring a new team member, and receiving positive client feedback. Worst: Facing a project delay due to miscommunication, struggling with a software tool, and experiencing a stressful team conflict. 2. Job success and satisfaction elements Can you identify three elements of your job that contributed to your success and satisfaction? Conversely, what three elements hindered your success and fulfilment? Sample answers Positive: Collaborative team environment, challenging tasks that foster learning, and recognition from management. Negative: Limited resources, unclear company direction, and infrequent feedback. 3. Skills development What five skills, talents, or pursuits would you like to develop or attain in the next 12 months? Sample answers Improve public speaking, learn advanced data analysis, enhance leadership skills, develop a new programming language, and cultivate creative problem-solving techniques. 4. Passion in work What topics in your work can you talk about non-stop? Does this energise you consistently? Is this your passion or something else? Sample answers I am passionate about designing user interfaces. Discussing design trends and user experience energises me and is a significant part of my job satisfaction. 5. Unachieved goals What’s one significant goal you didn’t achieve in the last 12 months, and why? How would you change the outcome? Sample answers I aimed to get a professional certification but couldn’t due to time constraints. I plan to manage my time better and enrol in a course next year. 6. Fearless ambitions What would you aim to achieve in the coming year if you knew you couldn’t fail? Sample answers If I knew I couldn’t fail, I would aim to start my own tech startup focusing on innovative educational tools. 7. Role evaluation How would you rate your current role out of 100%? What factors prevent you from reaching 100%, and how can you overcome them? Sample answers I’d rate my role at 75%. To reach 100%, I need more creative freedom and opportunities for professional development. With these, I could be fully satisfied. 8. Future aspirations Without any limitations, what experiences, skills, activities, and responsibilities would you like to have in the future? List up to 12. Sample answers Lead larger projects, develop expertise in AI, participate in international conferences, mentor others, work abroad, achieve work-life balance, publish industry articles, learn a new language, adopt sustainable work practices, engage in CSR initiatives, explore different company roles, and start a professional blog. 9. Personal growth and development How have you grown personally over the past year? What personal qualities or habits have you developed, and what would you like to work on? Sample answers I’ve become more resilient and patient over the years. I want to work on my time management and stress management skills. 10. Challenges and overcoming obstacles Reflect on the biggest challenge you faced this year. How did you overcome it, and what did you learn? Sample answers My biggest challenge was adapting to remote work. I overcame it by creating a structured daily routine, investing in a better home office setup, and improving my digital communication skills. Reflect to grow Remember, the purpose of these questions is not just to reflect on what has been but also to pave a path for what lies ahead. By understanding where you currently stand and identifying your goals and aspirations, you can approach the new year with clarity, purpose, and a renewed sense of direction. Source: https://www.pagepersonnel.com.au/advice/career-and-management/success/self-reflection-questions-for-career-growth
June 13, 2024
Both job enlargement and job enrichment are human resource strategies used to improve employees engagement and increase efficiency that helps to achieve organizational more effectively. Job enlargement refers to increase tasks and responsibilities to the existing role of the employees. On the other hand, job enrichment is a technique of motivating employees by adding extra responsibilities to make job more challenging and meaningful. Difference Between Job Enlargement And Job Enrichment The main dissimilarities between job enrichment and job enlargement are as follows: 1. Introduction Job Enlargement: It involves increasing the number of tasks and duties to be performed by workers to an existing role. Job Enrichment: It involves increasing responsibilities and content in the job to increase challenges and scope that provides opportunity for growth. 2. Nature Job Enlargement: It is purely quantitative in nature because number of tasks are increased for employees. Job Enrichment: It is qualitative in nature. It means this technique is used to increase the content and quality of the job. 3. Objective Job Enlargement: The main objective of job enlargement is to increase employee motivation and engagement by decreasing monotony and boredom. Job Enrichment: The main objective of job enrichment is to promote growth and development by making jobs more challenging and exciting. 4. Additional Skill Job Enlargement: It does not require additional skill because tasks are increased as per the qualification and ability of employees. Job Enrichment: It requires some additional skills because it involves new responsibilities that require creativity, decision making and problem solving. 5. Authority Job Enlargement: It does not increase the level of authority as it only increases the number of tasks. Job Enrichment: It increases the level of authority as per the creativity and ability of employees. 6. Supervision And Control Job Enlargement: It requires more supervision, direction and control because it increases the workload of employees that increases the chance of errors and mistakes. Job Enrichment: It requires less supervision and control than job enlargement because workers exercise self-control. 7. Training Need Job Enlargement: It does not require additional training because employees are familiar with the jobs and responsibilities. Job Enrichment: It may require additional training to empower workers to increase creativity, decision making and control over the job. 8. Result/Outcome Job Enlargement: Results may be positive or negative depending on the motivation level and workload of the employees. Job Enrichment: Generally, it gives positive result because of increased morale and self actualization. Basis Job Enlargement Job Enrichment Nature It is quantitative by nature It is qualitative by nature Objective To reduce boredom and monotony To promote growth and development Additional Skills Not Required Required Increase In Authority No Yes Outcome Positive Or Negative Positive Supervision And Control Requires more supervision Requires less supervision Distinction Between Job Enlargement And Job Enrichment In Brief * Job enlargement refers to quantitative expanding of jobs. But job enrichment is qualitative improvement of the job. * Job enlargement does not require special training, but job enrichment requires training and development program to improve the performance. * Job enlargement requires more supervision than job enrichment * Job enrichment increases the level of authority but job enlargement increases the number of tasks only. * Job enlargement is horizontal expansion of job and job enrichment is vertical expansion. * Job enlargement does not promote growth and development but job enrichment helps in personal growth and career development Source: https://marketinglord.blogspot.com/2024/05/difference-job-enlargement-job-enrichment.html
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