Every April, we recognize National Child Abuse Prevention Month with a goal of focusing on the importance of families and communities working together to prevent child abuse and neglect. 

The good news is that we know so much more today about how to prevent child maltreatment fatalities through family strengthening approaches. Groundbreaking research from Chapin Hall at the University of Chicago found a direct correlation between providing concrete, economic supports to families and a subsequent reduction in child welfare system involvement.  

Interestingly, many of these lessons grew out of data and learnings from the COVID-19 pandemic, when child maltreatment injuries and deaths did not increase, despite the numbers of children who were at home with their families and seen less frequently by mandated reporters, such as teachers. Researchers credit federal policies, such as the American Rescue Plan Act of 2021 and the expanded Child Tax Credit, for helping parents and families weather the storm, demonstrating that when families have access to enhanced protective factors and basic needs, like housing, food and child care, risk factors for child abuse and neglect decrease.  

Just last year the Center for the Study of Social Policy released its newest guidance on protective factors in the report, Expanding the Perspectives and Research Foundation for the Strengthening Families & Youth Thrive Frameworks. They updated core definitions for protective factors to include the role of individual, relational, community, or societal factors on parental resilience. They note that the work is intended to respond to an urgent need in the fields of child maltreatment prevention and youth services to shift from a primary goal of identifying risk factors and “fixing problems” to elevating the goal of building attributes, relationships, knowledge, skills, and resources that maximize the potential of children, youth, and families.  

Neglect, which is a factor in the majority of families involved with child protective services (CPS), is often falsely linked to poverty. As we learned during the COVID-19 pandemic, all families can experience temporary economic shocks, such as a job loss or health issues. These events can lead to or exacerbate substance abuse, mental health challenges, domestic violence, and other family stressors such that they become crises. Historically, the U.S. has responded to these needs with CPS involvement and family separation, but by focusing on protective factors and supports, families can weather the storm, meaning more families are able to keep their children safely in their homes.  

As Dr. Jerry Milner, former associate commissioner of the U.S. Children’s Bureau noted: “Poverty is a risk factor for neglect, but poverty does not equate to neglect. The presence of poverty alone does not mean a child is unsafe, unloved, or that a parent lacks the capacity to care for his or her child. … We must be resoundingly clear that a child should never be removed from his or her family due to poverty alone.” 

We know that neglect is the most reported form of child maltreatment, and it can have long-term effects on children’s health and development. But we also know that child neglect is more likely in families that are experiencing an overload of stress. The weight of poverty, especially, can overload parents’ abilities to provide the supportive relationships children need. 

It is time to reframe the conversation around child welfare and acknowledge the impact of poverty on families. Child welfare systems and community stakeholders must be incentivized to look deeper into economic challenges that reflect a lack of resources for families rather than simply labeling them as flawed families.  

It is never too late to shift our focus to family strengthening policies, like those articulated in Social Current’s Policy, Education, and Communications Toolkit, that highlight and acknowledge the positive impacts of economic support programs on our social service systems. Our nation’s child and family well-being will be the better for it. 

Creating work environments where team members feel safe to share ideas, ask questions, and voice concerns is crucial for promoting both individual and collective success. Managers can embrace key strategies for supporting staff well-being, reducing burnout, and building a culture of resilience. Learn more about how psychological safety and well-being can be integrated into the work environment to foster positive, sustainable changes in organizations.

Psychological Safety: A Cornerstone of Team Development

Psychological safety refers to an environment where individuals feel confident raising challenges, sharing differences of opinion, and presenting new ideas without fear of negative repercussions. Drawing from the influential work of Amy Edmondson, psychological safety is seen as a dynamic factor in team development, crucial especially for new hires who may feel uncertain or apprehensive in their roles.

In organizations where psychological safety is prioritized, staff feel empowered to engage more openly, leading to more creative solutions, innovative thinking, and a general atmosphere of trust. This openness is critical in the early stages of team development and helps establish a foundation for long-term success.

The Benefits of Psychological Safety

The benefits of fostering psychological safety extend beyond just team development. Many studies and real-world examples demonstrate that organizations with cultures of psychological safety experience lower turnover rates, greater employee satisfaction, and improved performance. Employees in these environments are more likely to be motivated, curious, and productive, creating a culture of collaboration and continuous improvement.

Additionally, high levels of psychological safety have been linked to fewer critical incidents in high-stakes fields, such as public safety, where individuals must communicate effectively under pressure. This highlights the importance of trust and psychological well-being not just in creative sectors but in those where safety and precision are paramount.

The Challenges of Building Psychological Safety

Despite its numerous advantages, psychological safety is not always easy to cultivate. One major challenge is that many organizations prioritize quantitative metrics, such as financial performance or productivity, over qualitative factors like psychological safety. Building a safe environment requires patience, intentionality, and a willingness to embrace mistakes and errors as part of the learning process.

Moreover, many organizations focus heavily on external outcomes, neglecting the human elements that contribute to a thriving workplace. Developing a culture of psychological safety takes time, but its benefits are undeniable and far-reaching.

Supporting Staff During Times of Change and Uncertainty

Change is inevitable in any organization, and with it often comes uncertainty and stress. During periods of transition, leaders must ensure that a supportive workplace culture remains intact.

Key strategies include:

Additionally, promoting mental health awareness and work-life balance is essential. There are many ways this can be achieved, such as through flexible work arrangements, offering employees a voice in workplace policy decisions, and ensuring sufficient staffing levels to prevent overwhelm.

Reducing Burnout and Strengthening Emotional Well-being

Burnout is one of the most significant challenges facing modern organizations. To combat burnout, leaders must ensure employees have access to mental health resources, normalize conversations about mental health, and provide policies that promote wellness.

Ensuring staff have paid time off (PTO), manageable workloads, and realistic expectations around overtime are vital components in reducing stress. Furthermore, encouraging boundaries between work and personal life, offering remote work options, and allowing for compressed work schedules can go a long way in mitigating burnout and strengthening emotional resilience within teams.

Much of the time in the human and social services sector, staff are empathetic. It can be difficult not to become an ‘absorber’ at work and in life outside of work, which is still happening at the same time.

Addressing Trauma in the Workplace

Workplaces must also be sensitive to trauma, whether it is personal, caused by internal challenges, or vicarious trauma experienced by direct service staff. A trauma-informed culture, where mental health is prioritized, helps create an atmosphere of support and healing. Leaders should be aware of signs of distress among employees and act proactively to create safe spaces for individuals to express their struggles.

Approaching these conversations from a strengths-based perspective—recognizing staff achievements and offering meaningful support—is key in helping those who may be experiencing trauma. A compassionate, understanding leadership approach can significantly impact an employee’s ability to recover and thrive.

Building Relationships and Embracing Differences

One of the simplest yet most effective ways to foster psychological safety is by building strong, authentic relationships within teams. Leaders and colleagues should take time to understand each other’s preferences, communicate openly, and show interest in each other’s perspectives. By embracing differences, whether cultural, generational, or personal, organizations can create a more inclusive environment where everyone feels valued.

Taking a curiosity-driven approach to building relationships, and allowing room for grace in interactions, strengthens the organizational culture and encourages greater collaboration and mutual respect.

Social Current Offers Resources for Organizational Success

Creating psychologically safe environments is not only beneficial for individual well-being, but also for organizational success.

By prioritizing psychological safety, supporting staff well-being, and reducing burnout, organizations can foster a culture of trust, resilience, and productivity. Leaders who embrace these strategies will not only see improved outcomes for their teams but will also contribute to building a healthier, more supportive workplace culture for the long term.

For tangible strategies you can implement immediately, join our Workforce Well-Being and Resilience During Times of Change training series, beginning March 26. You may also contact us for consultation support.

To learn more about Social Current’s work to strengthen child, family, and community well-being, visit our impact area page.