Document Category: Organizational Culture and Climate

Learning, Leading, Changing: Advancing Workplace Equity

This learning exchange, held on April 19, 2022, focused on how participants can advance workplace equity in child welfare. Panelists explored research on experiences of workplace discrimination in child welfare and discuss strategies for university and agency partners to build towards more equitable workplaces. The panel discussion was followed by a small group peer-to-peer exchange …

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Healing Guidebook

This guidebook provides practical tips & tools for working with children and youth who have experienced trauma (and for the adults who love them, too).

Everyday Workplace Discrimination: NCWWI 1-page Summary

Utilizing the Psychological Stressor-Strain theory, this study assessed the associations between everyday workplace discrimination, racial/ethnic identities, and psychological well-being among public child welfare case workers.

Child Welfare Systems Change: NCWWI Advisory Board Recommendations

The NCWWI Advisory Board was charged to “reimagine” the child welfare system by focusing on promoting child and family well-being. Through their deliberations and recommendations, this “re- envisioning” document, Child Welfare Systems Change, was generated to inform ways to build a child welfare system that is family-centered, anti-colonial, and anti-racist. In the three-tiered prevention approach, …

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A Holistic Framework for Child Welfare Worker Well Being

This document describes a holistic child welfare worker well-being framework, identifies the three key dimensions that make up worker well-being and how leaders within child welfare organizations can strategically and comprehensively support these dimensions.

What has been New York’s experience with casework teaming?

For more than a decade, the New York State Office of Children and Family Services (OFCS) has implemented casework teaming in multiple counties. Highlights of the state’s experiences, outcomes, and lessons learned are provided in this document.