Abstract
While institutional racism is baked into the child welfare system, this chapter focuses on the one key constituency group that can help to change the system that supports disproportionality and disparities. This chapter will focus on the child welfare workforce at all levels—director, administrators, supervisors and front line staff with suggested ways those working within child welfare can engage the other constituency groups needed to create new systems and eradicate racism. An examination of how redesigning child welfare jobs, recruiting, selecting onboarding, and promoting a diverse workforce, training, coaching and supervising for culturally competent and humble practice, integrating procedures and practices to enhance decision making to make it less biased, utilizing evalution, continuous quality improvement and performance appraisals to capture and eliminate bias, as well as improving organizational cultures, climates, infrastructure supports, partnerships and resources can all be targeted for the creation of an equitable workplace and system.
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Notes
- 1.
Although not all studies have shown Title IV-E students feel ready to engage in culturally competent practice (Greeno et al., 2017).
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Barbee, A.P., Antle, B.F. (2021). Workforce Development Strategies to Address Racial Disproportionality and Disparities in Child Welfare Systems. In: Dettlaff, A.J. (eds) Racial Disproportionality and Disparities in the Child Welfare System. Child Maltreatment, vol 11. Springer, Cham. https://doi.org/10.1007/978-3-030-54314-3_15
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