Abstract: Child Welfare Workforce Attitudes and Behaviors Regarding LGBT Youth (WITHDRAWN) (Society for Social Work and Research 21st Annual Conference - Ensure Healthy Development for all Youth)

Schedule:

Saturday, January 14, 2017: 9:45 AM

Preservation Hall Studio 4 (New Orleans Marriott)

* noted as presenting author

Elizabeth J. Greeno, PhD, LCSW-C, Research Associate Professor, University of Maryland at Baltimore, Baltimore, MD

Marlene Matarese, PhD, Deputy Director, Technical Assistance Network for Children's Behavioral Health, University of Maryland at Baltimore, Baltimore, MD

Deborah Harburger, MSW, Senior Policy Analyst, University of Maryland at Baltimore, Baltimore, MD

Background: Child welfare systems are designed to address the needs of maltreated children and their families and the child welfare workforce is tasked with ensuring the welfare and wellbeing of those served through this system. Previous research has suggested that the sexuality of lesbian, gay, bisexual, or transgender (LGBT) youth is not recognized by their caseworker (Sullivan, Sommer, & Mott, 2001) and LGBT youth may be vulnerable to verbal harassment and violence (Mallon, 2001).

Methods: This study uses a cross-sectional design and includes a web-based self-administered survey in efforts to understand the opinions, attitudes, and behavior of child welfare workers towards LGBT youth and their families. In the fall of 2015 all child welfare workers in a mid-Atlantic state were sent survey invitations and were asked to complete four surveys: the Modern Homonegative Scale-Gay Version (MHS), the Lesbian, Gay, Bisexual, Transgender Climate Inventory (Climate), the Knowledge about Homosexuality Instrument (KAH), and the Matarese LGBTQ Work Behavior Survey (Matarese Work Behavior). The survey was sent to 2000 child welfare workers, of which 1,196 replied yielding a response rate of 60%.

Results: Findings on the MHS suggest that on average respondents answered questions with the “I don’t know” response option towards questions assessing negative attitudes towards LGBT youth. Total score on the Climate survey suggests that on average the sample believed the climate for LGBT youth was not protective or supportive. Respondents scored an average of 14 (of 17 possible) on the KAH survey suggesting that on average respondents had adequate knowledge about LGBT topics. Findings on the Matarese Work Behavior survey suggest that on average participants indicated some potential for conducting supportive and culturally responsive behaviors toward LGBT youth. Multiple regression analyses were used to further assess attitudes and opinions of child welfare staff. A participants' knowledge of LGBT predicted positive or negative views of LGBT persons. Findings on the KAH and Matarese Work Behavior Survey impacted findings on organizational climate. Lastly, perceived organizational climate, views and knowledge of LGBT persons were assessed for impact on an employee's workplace behaviors towards LGBT youth. For all three surveys, for every 1-point increase a participant's score on the Work Behavior Survey increased by 1 point. Demographic analyses also suggest that child welfare supervisors, direct service providers with an LGBT youth on their caseload or LGBT friend, were more supportive and engaged in more protective workplace behaviors towards LGBT youth.

Implications: Overall survey findings suggest that the total sample of a Mid-Atlantic state child welfare workforce don’t know how they feel about the LGBT population, have adequate knowledge about the LGBT community, and indicated some potential to engage in supportive and culturally responsive behaviors for LGBT youth. Findings also suggest that the more knowledge a participant has of the LGBT community, has less negative views of the LGBT population , and perceives the organizational climate to be supportive, the more likely a person is to engage in supportive and culturally appropriate behaviors for LGBT youth. Policy, training, and practice recommendations are discussed.