Social Work Science for Transformative (Working Conditions) Change: Comparing Unionized and Non-Unionized Social Workers

Background: Since the pandemic, union election petitions have doubled and public support for unions is 67% (Greenhouse, 2025). Unions have been a powerful force to protect employees from exploitive working conditions. Since 1990, unionized professions, nurses and teachers, have typically retained salaries or considerably improved them, while social workers lost $10,000 of their purchasing power (AIER, 2021; CSWE, 2022; NCSBN, 2021; NCES, 2020). Some social workers are members of county, state, federal or other host setting unions, but little is known about how these union affiliations affect professional social workers’ working conditions. This research compares social workers who are unionized and not unionized on measures of managerialism, professional discretion, management resistance, income, and unpaid overtime.

Methods: An anonymous 20-minute Qualtrics survey was emailed to all licensed social workers in a Midwest state. A total of 3,662 completed the survey (23.8% response rate); 91% were white women. The mean years of experience was 13.8. Of these, 2,329 direct-line social workers responded: 318 belonged to a union, 1,743 did not, 268 left item blank (n=2,061). Managerialism and professional discretion scales and resistance items were developed based on previous literature scoping review, other survey workforce items, professional practice experience, and expert consultation.

Results:

Public employees were much more likely to belong to a union (38.3%) compared to private non-profit (1.4%) and for-profit employees (0.7%).

Managerialism: Four scales measured managerialism. Productivity/efficiency: There was no statistically significant difference in perceived productivity and efficiency between non-union (Mean=17.04) and union (Mean=16.65 workers, (t(450.06)=0.96, p=.34). Monitoring: Union members reported significantly higher levels of monitoring (Mean=9.61) than non-union (Mean=8.61) workers, (t(252.64)=-2.75, p=.006). Incentives/Sanctions: Union members reported significantly fewer incentives and sanctions (Mean=7.34) compared to non-union workers (Mean=8.32) (t(512.75)=5.08, p<.001). Standardization: Non-union workers reported significantly more standardized practice decisions (Mean=16.51) than union workers (Mean=14.65), (t(446.46)=5.36, p<.001).

Professional Discretion: There was no significant difference in reported discretion between union (Mean=27.08) and non-union workers (Mean=27.31), (t(447.13)=0.84, p=.40).

Resistance: There was no significant difference in reported resistance to management directives between non-union (Mean-12.47) and union (Mean=12.67) workers, (t(446.85)=-1.19, p=.23).

Unpaid Overtime: Non-unionized full-time social workers report more overtime (Mean=5.11 hours) compared to unionized social workers (Mean=4.06 hours).

Income: Non-unionized social workers earned less unionized social workers: below $40,000-60,000: 46% (Non-Union) to 24% (Union); $60,001-80,000: 41% (Non-Union) to 51% (Union); above $80,001: 14% (Non-Union) to 25% (Union). Chi-square showed significant association between income and unionization (x²=55.043, p<0.001).

Conclusions: Although reporting less incentive and sanction and standardization pressures, unionized social workers experienced similar management pressures of productivity/efficiency, and more monitoring than non-unionized workers. Levels of professional discretion and resistance showed little difference. However, important distinctions emerged; union workers experienced higher salaries and less unpaid overtime. Yet, data indicates that unions in their current formation, may not take into account the professional aims of social workers and may not improve professional discretion or resistance to management pressures. To lead for transformative change, social work science should further study the benefits of professional social work unions to improve professional discretion and advance a just society.