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B.O.L.D. 2026

Childcare

B.O.L.D. 2026 (BOLD – Big Opportunities for Leaders to Deliver) is a five-year regional economic strength and resiliency initiative of the Arvada Chamber of Commerce. The Chamber developed BOLD 2026 in consultation with private and public sector leaders and partners in Arvada, Jefferson / Adams Counties, Metro Denver and the state of Colorado.

Our B.O.L.D. 2026 Childcare Goal

C

Increase Childcare Capacity to enable caregivers to join/rejoin the workforce and give children the quality early learning experience they need to thrive.

Summary

C

Affordable childcare offerings within reasonable proximity to home and work are essential for our community to thrive. To achieve this end, we need accommodative public policy and direct action. The Chamber will convene key regional partners and stakeholders, and catalyze a program that solves this problem.

Family Friendly Workplace Certification Program

“Getting recognized for being a Family Friendly Workplace shows our commitment to caring for employees inside and outside of work. Everyone has their responsibilities and lives outside the Barber-Nichols building and it’s important for us to not only recognize this but support it. Ultimately when you can spend time to recharge with your family and care for them then it makes showing up to work each day that much easier.” 

– Barber-Nichols

Learn more about the program
B.O.L.D. 2026 Childcare

Events

Family-Friendly Workplace Lab

Friday Dec 6, 2024
9:30 AM – 11:00 AM

Arvada Chamber of Commerce
7502 W 80th Ave
Suite #180

Over half of the workforce are parents/caregivers, and almost half of those are parents/caregivers to young children. The lack of affordable and accessible childcare is negatively impacting businesses ability to recruit and retain top talent.

The Arvada Chamber of Commerce, in partnership with Health Links, is hosting an opportunity for businesses of any size and industry to participate in the Family-Friendly Workplace Certification Program. This program allows business to assess their family-friendly policies and practices, namely benefits, flexibility, caregiver support, and leadership support. Join this event for an overview of this program, benefits to business, and complete the assessment to understand the opportunities for your parenting and caregiving workforce.

LEARN MORE AND REGISTER

Our B.O.L.D. 2026 Childcare Work

Catalyze a coordinated regional approach to increasing our childcare capacity

Build public awareness about childcare gaps

Employer Resources

B.O.L.D. 2026 Childcare

Challenges

Economic loss.

Jefferson County alone is incurring an estimated annual economic cost of nearly $200 million due to lack of sufficient childcare for the workforce; the direct negative impact for Jeffco employers is $60 million (loss of productivity, etc.)

Inadequate supply.

The supply of childcare spots has not kept up with the demand

  • We have:
    • 67% of the spots we need in Jefferson County
    • 62% of the spots we need in Colorado
  • Colorado is short nearly 250,000 spots
  • More than half (51%) of Coloradans live in a childcare desert – only 1 slot for every 3 needed
  • 7000+ licensed infant childcare slots lost since 2011 (in Colorado) – nearly 30% of the supply

Cost prohibitive for primary caregivers.

Childcare is cost prohibitive for many

  • Colorado has the 8th highest cost of childcare in the U.S.
  • 55% of families report spending at least $10,000 per year on childcare
  • Since 1990, average childcare costs have risen 214% – outpacing the 143% increase in average family income 

Struggling childcare businesses.

Childcare businesses struggle with staffing and very low-profit margins

  • 80% of childcare centers are experiencing staffing shortages; nearly half (47%) of programs experiencing staffing shortages are serving fewer children now
  • Women owners of childcare businesses lack access to low-cost capital and financing to support long-term sustainability

Struggling childcare professionals.

  • More than 30% of childcare professionals are considering leaving the field due to low pay and other challenges; the percentage is higher for minority-owned programs
  • In 2020, the median pay for childcare workers was $12.24 per hour, 40% less than an average worker
  • 33% of childcare workers receive public assistance because the pay is so low

Barrier to availability of women caregivers.

Cost of childcare is often the main reason women leave the workplace – especially for those with multiple young children; in two-parent, two-income households where one parent has considered leaving or has left the workforce to become a primary caregiver, half (50%) say the cost of external childcare played a significant role in the decision.

Lack of regional coordination.

As with Talent and Workforce Housing, Arvada and Jefferson/Adams Counties have long lacked a coordinated effort to grow and sustain our childcare capacity.

Updates and Resources

See our B.O.L.D. 2026 Investors

B.O.L.D. 2026 Goals

1

Grow Your Talent

Grow our talent to meet the needs of employers and job seekers.

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2

Increase Stock of Workforce Housing

Increase the stock of workforce housing to ensure workers can attain housing within reasonable proximity to their jobs.

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3

Increase Childcare Capacity

Increase Childcare Capacity to enable caregivers to join / rejoin the workforce and give children the quality early learning experience they need to thrive.

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4

Strengthen Business Environment: Advocacy

Ensure elected leaders effectively represent business interests in legislative and policy matters at the local, regional, state and national levels.

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5

Strengthen Business Environment: Entrepreneurship

Increase our ability to provide direct one-on-one support and broader collective resources to all businesses.

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B.O.L.D. 2026 Accomplishments to Date

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