(Converted as ePoster, See Poster Gallery) Countering the Impact of Workplace Discrimination Among Child Welfare Caseworkers: The Role of Social Supports

Background: The experience of race and ethnicity-based workplace discrimination is considered a work stressor that negatively affects worker well-being (Wood et al., 2013; Bowling & Beehr, 2006). One recent study found that workplace discrimination affects child welfare (CW) caseworkers’ well-being, including job satisfaction, burnout, and psychological safety (Authors, under review). Further, while research indicates that perceived social support may buffer the negative effects of stressors on worker well-being, there is a literature gap around the types of support that might mitigate the effects of workplace discrimination on worker well-being. Drawing from the transactional model of stress and coping (Lazarus & Folkman, 1984), this study examined the moderating role of social support in the relationship between everyday workplace discrimination and CW workers’ psychological well-being.

Method: The study sample included public CW caseworkers (N=1,417), most of whom were women (88.3%), with 57.7% identifying as Black, Indigenous, and People of Color (BIPOC). Workplace discrimination was measured using a modified version of the Workplace Prejudice/Discrimination Inventory (WPDI; James et al., 1994). Psychological well-being indicators included job satisfaction, work-related burnout, and psychological safety. Measures of social support included three sources: peer (e.g., “Coworkers are willing to ask for help from colleagues”), supervisor (“My supervisor supports me in difficult case situations”), and organization (e.g., “My agency really cares about my well-being.”). Two-step hierarchical regression models were tested to explore whether each source of social support moderates the relationship between workplace discrimination and well-being.

Results: Regression models indicated that workplace discrimination was significantly associated with all psychological well-being indicators: job satisfaction (B=-.18, p<.001), work-related burnout (B =.14, p<.001), and psychological safety (B =-.35, p<.001). Examination of interaction terms revealed that only organizational support moderated the relationship between workplace discrimination and job satisfaction (b= -.04, p<.05). However, when moderated regression models were examined by race/ethnicity (BIPOC and White), we found that organizational support differentially affected the relationship between workplace discrimination and well-being. For example, organizational support significantly moderated the relationship between workplace discrimination and burnout for White caseworkers only, while it significantly moderated the relationship between workplace discrimination and job satisfaction for BIPOC caseworkers.

Implications: Findings indicate that social support, particularly organizational support, influences the relationship between workplace discrimination and CW caseworker well-being. Interestingly, organizational support may have differential effects depending on workers’ race/ethnicity. These findings suggest the need for careful consideration of workers’ racial and ethnic identities and distinctive needs when developing organizational supports. Exploration of organizational supports that help workers cope with stress related to workplace discrimination, the differential effects of organizational support, and strategies for creating more equitable work environments will be discussed.