Author: Joseph Wernau

  • Suffering in Plain Sight: How Child Welfare’s Institutional Amnesia Failed My Brothers

    Two boys, approximately ages nine and twelve, sit dejected on concrete steps in a black and white urban scene, symbolizing the instability and invisibility children face under caseworker turnover.

    This piece continues the personal story I began in My Why, where I share the experiences that shaped my commitment to macro social work and empowering lived experience leaders.

    The US child welfare system is deeply flawed. For many children, the greatest and most lasting harm does not come from the events that triggered involvement, but from the system itself. Caseworker turnover and the revolving door of service providers creates a cycle of instability. Each new professional asks children to recount their trauma, and each transition erases the understanding the previous worker painstakingly built.

    I did not come by this truth through research or policy reports. It was hard won, advocating for my half-brothers as the system lost sight of their needs time and time again. Same children, same histories, same needs, yet every new caseworker treated them as blank slates. Each transition meant starting over, because the child welfare system could not remember.

    When Systems Forget

    In 2018, my youngest brothers entered Iowa’s child welfare system for the second time and were placed in my care. The removal itself followed familiar patterns; crisis, intervention, placement. What came after, however, was something more insidious: institutional amnesia.

    The revolving door of service providers began almost immediately. Caseworkers changed. Service coordinators came and went. Each transition brought the same exhausting ritual. New faces asking old questions, requesting information already documented. Strangers forming impressions without context, making decisions that contradicted previous plans.

    It felt like we were starting over from scratch every time their caseworker changed, because we were.

    The system wasn’t just failing to build on existing knowledge. It was actively forgetting what it had already learned about my brothers’ specific needs and trauma histories. Each new professional entered with good intentions but without institutional memory. Armed with case files but missing the lived context that makes those files meaningful.

    The Permanency Plan That Wasn’t

    The worst manifestation of this amnesia came during the transition between the second and third caseworkers on my brothers’ case.

    After more than two years of active child welfare involvement, we finally had a plan. The second caseworker had been critical of my stepmother’s ability to maintain a healthy and positive relationship with the boys. Given the infrequency of visitation and ongoing mental health struggles, he recommended termination of parental rights and my adoption of my brothers.

    At the time, I agreed. He presented a compelling argument, and I trusted his professional opinion. After years of uncertainty, it looked like my brothers would finally have permanency. They could stop holding their breath in anticipation. We could all exhale.

    Then the third caseworker took over.

    During our first conversation, she asked what I wanted to see regarding permanency. Trusting the established plan, I repeated the previous worker’s recommendation of termination and adoption. She didn’t push back. She didn’t comment on it at all.

    Instead, her initial report to the court stated that my “adversarial regard” for my stepmother was harmful the boys. She further recommended that the case should not close until this issue was resolved. She painted me as a harmful agent in my brothers’ lives for the sin of trusting her predecessor’s plan.

    The light at the end of the tunnel was effectively snuffed out, as we started over from scratch yet again.

    Right Outcome, Wrong Method

    Despite that initial antagonistic treatment, I am actually grateful to the third caseworker. Her perspective helped myself and the court recognize the value of the relationship between my brothers and their mother. The case ultimately closed with my stepmother retaining parental rights while I became permanent guardian. My brothers gained stability with me while maintaining a safe and meaningful relationship with their mother. Looking back, it was the best possible outcome.

    But being right doesn’t excuse the methods.

    Had the third caseworker approached me openly, I would have seen the logic and validity of this permanency option. I would have supported it from the start. Her choice to leave me in the dark and paint me as an aggressor was unnecessary, frustrating, and further eroded my trust in the child welfare system.

    This is the insidious nature of institutional amnesia: it doesn’t just lose information, it loses trust.

    The Human Cost of Starting Over

    For my brothers, this nearly three-year case felt like perpetual limbo. Each caseworker transition brought fresh waves of uncertainty about their future. It meant new strangers making decisions about their lives and repeated questions about painful histories.

    The consequences lingered long after the child welfare case closed. My youngest brother lived in a state of emotional limbo for years. The system’s inconsistent messaging around permanency left him uncertain, even after closure. He continued to put his life on hold. He avoided forming friendships, joining activities, or putting down roots in his new community.

    I remember when, nearly two years after the case ended, he finally began to come out of his shell. He made friends at school, planned sleepovers, and became excited about his life again. It was a joyful shift, but it underscored the cost of years spent waiting for an outcome that would never come.

    If the system had provided consistency around permanency from the beginning, I believe he would have acclimated much sooner. The years of his childhood lost were not inevitable, they were preventable.

    The One Who Remembered

    There was one critical exception to this institutional amnesia: my brothers’ Court Appointed Special Advocate (CASA).

    Assigned at the onset of my brothers’ case, the CASA volunteer became their constant through nearly three years of system chaos. While caseworkers rotated and service providers changed, she remained. She was the only agent of the system that my brothers truly trusted. The one adult who showed up, who remembered, and who actually saw them.

    She was a godsend, providing the continuity that the formal system failed to maintain. She knew their story not from case notes but from relationship. When new caseworkers entered, she could provide context that files couldn’t capture. When permanency plans shifted, she was the bridge helping my brothers make sense of changes that adults struggled to explain.

    I am forever grateful to my brothers’ CASA. Her involvement in their case inspired me to spend three years as a CASA volunteer myself. I later dedicated my graduate practicum to the CASA program, designing and piloting a comprehensive data system to better track child outcomes, needs, and the systemic barriers they face. This was my first direct effort to ensure the needs of other children and families did not remain invisible, as my brothers’ once had.

    The Systemic Design Flaw

    This is not a story about bad caseworkers, but that of a system designed to fail.

    The professionals involved in my brothers’ case were dedicated, competent people doing their best within impossible constraints. Every one of them cared deeply about my brothers’ wellbeing.

    The problem is that child welfare is designed as if children exist in a perpetual present. As if each assessment captures a stable truth rather than a moment in a long narrative.

    Case files document decisions, but not the reasoning behind them. They record permanency plans, but not the dynamics, observations, and deliberation that shaped those plans. When workers leave, all of that vital context disappears. New workers inherit conclusions without understanding how they were reached.

    This creates a perverse dynamic where each new worker, lacking context, feels compelled to form their own independent judgment rather than risk perpetuating a predecessor’s mistakes. The result is what my family experienced. Not thoughtful course corrections based on new information, but wholesale abandonment of existing plans because the reasoning behind them died when the worker left.

    What Research Tells Us

    An ethnographic study of day to day child protection work helps explain why caseworker turnover and inconsistent staffing are so damaging. The research found that effective child welfare practice depends on intimate engagement with children. It requires the ability to enter a child’s world through careful listening, observation, and relational depth. This level of practice requires sufficient preparation time, organizational support, and reflective supervision. Without these conditions, workers quickly become overwhelmed or cognitively overloaded. The emotional and relational grounding that meaningful assessment requires becomes impossible to maintain.

    The study also found that many workers arrive at visits in a bureaucratically preoccupied state. They are still mentally tethered to administrative demands, computer screens, or the pressure to complete tasks quickly. This state of mind makes it difficult to engage deeply with children or to absorb the sensory and emotional complexity of family environments. When workers lack reflective containment, they struggle to process the anxiety, conflict, or emotional intensity they encounter. This leads to rushed interactions, superficial assessments, and a reliance on procedural checklists rather than thoughtful relational practice.

    The research emphasizes that this is not a matter of individual competence. The same workers practiced skillfully in some cases and detached in others, depending on the emotional demands they faced and the organizational support they received. Caseworker turnover forces workers to start from deficit. They lack the contextual and relational foundations required to truly understand the children in their care.

    Rebuilding Systems That Remember

    If we want child welfare to function, we need more than better documentation or reduced caseloads. We need systems built on the assumption that caseworker turnover will occur, so children do not pay the price.

    A number of promising approaches already exist:

    • Team based models that distribute knowledge across multiple workers.
    • Narrative focused documentation that preserves both decisions and the reasoning behind them.
    • Supervision structures that provide the containment workers need to think clearly and maintain child centered focus.
    • CASA programs that offer relational continuity that agencies struggle to provide.

    These innovations are real, but they are also far from systemic.

    From Amnesia to Accountability

    My brothers are mostly grown now. The final permanency plan served them well, and they are thriving. However, the harm from the system’s inconsistency still matters. They lived with adults repeatedly disagreeing about their future. Professionals disappeared from their lives without explanation. Promises shifted without warning.

    Those experiences shaped them as much as the trauma that led to removal.

    This understanding is the foundation of The Macro Lens. Lived experience is essential to systemic reform. Relationships are not soft skills, they are infrastructure. Systems must be redesigned by those who have lived their consequences.

    Institutional memory is not optional. When systems forget children’s stories, they lose the children themselves.

    Child welfare will continue to fail until we build systems that remember with intention. Ones that protect continuity as fiercely as safety, and recognize that every lost piece of knowledge becomes a wound the next worker must rediscover.

    My brothers deserved a system that built on what it learned, not one that forgot with every transition. So do the thousands of children experiencing discontinuity whenever a caseworker’s email auto reply announces they have moved on.

    To build systems that remember children, we must elevate those who know what it is to be forgotten.


    To learn more about the experiences and commitments that shape my work at The Macro Lens, visit the About Me page.

  • Coalition Building for Social Workers

    A practical framework for creating powerful partnerships that drive systems change

    Illustration of a city skyline with interconnected lines representing coalition building, community networks, and systemic collaboration in social work.

    Social Work Coalition Building

    When you work alone, you’re limited by your own capacity, resources, and sphere of influence. When you build a coalition and bring together diverse partners around a shared vision, you multiply your collective power to create lasting change.

    Coalition building is one of the most essential skills in macro social work, yet it’s rarely taught with the level of practical detail needed to do it well. This guide breaks down the process into seven concrete steps you can follow; whether you’re organizing around a policy change, launching a community program, or addressing a systemic issue that no single organization can solve alone.


    What Is a Coalition?

    A coalition is a temporary or long-term alliance between individuals, organizations, and groups who come together around a shared goal. Unlike a single organization with a formal hierarchy, coalitions work through collaboration, shared decision-making, and distributed leadership.

    Coalitions can be formal (with bylaws, officers, and structured meetings) or informal (loosely organized around specific campaigns). What matters most is not the structure, but the shared commitment to a goal that no one partner could achieve alone.

    In social work, effective coalitions have:

    • Advanced healthcare access by bringing together hospitals, community clinics, and patient advocacy groups
    • Reformed school discipline policies through partnerships between parents, educators, and juvenile justice advocates
    • Secured housing protections by uniting tenants, legal aid organizations, and faith communities
    • Changed child welfare practices when social workers, families with lived experience, and community organizations demanded better

    The 7-Step Coalition Building Framework

    Step 1: Define Your Shared Vision and Goals

    Before inviting anyone to the table, get clear on what you’re trying to accomplish. A coalition without a focused goal quickly becomes a social club—well-intentioned but ineffective.

    Ask yourself:

    • What specific change are we working toward?
    • What would success look like in six months, one year, or three years?
    • Is this goal achievable through collaboration, or could one organization do it alone?

    Be specific. “Improve mental health services” is too broad. “Secure $2 million in county funding for school-based mental health clinicians in underserved districts” gives partners something concrete to rally around.

    Pro tip: If your goal is too large to achieve within one to three years, you may need a movement, not a coalition. Start smaller and build momentum.


    Step 2: Map Potential Partners Strategically

    Not every organization working on a similar issue needs to be in your coalition. Think strategically about who brings what you need.

    Consider partners who offer:

    • Legitimacy: Credibility and trust in the community
    • Resources: Funding, staff time, meeting space, or technology
    • Expertise: Legal knowledge, policy analysis, or lived experience
    • Access: Connections to decision-makers, media, or grassroots networks
    • People power: Members who can mobilize for actions, hearings, or canvassing

    Power map example:

    • Decision-makers: Who has the authority to make the change you want?
    • Influencers: Who has their ear? (Staff, advisors, donors, community leaders)
    • Allies: Who already supports your goal and has influence?
    • Potential partners: Who could be persuaded to join if they understood the issue?

    Critical point: Always include people with lived experience of the issue. If you’re working on homelessness, unhoused individuals must be at the table—not only consulted but included in leadership.


    Step 3: Build Relationships Before You Ask for Anything

    Coalition building is relationship work. You cannot send a cold email asking someone to join and expect genuine commitment.

    Relationship-building strategies:

    • Have informal conversations: Learn about their priorities, challenges, and vision
    • Attend their events: Show up for their work before asking them to show up for yours
    • Find common ground: Identify where your goals naturally align
    • Be transparent about your own capacity and limitations

    If your first interaction is a request to sign a letter or attend a meeting, you’re starting from extraction, not partnership. Trust takes time. Let people see your consistency and genuine commitment to collaboration, not convenience.


    Step 4: Establish Structure and Decision-Making Processes

    Coalitions fail when no one knows who is responsible for what, or when power dynamics go unspoken.

    Key elements:

    • Leadership model: Lead organization, rotating leadership, or a shared steering committee
    • Decision-making: Consensus, modified consensus, majority vote, or delegated authority
    • Roles and responsibilities: Who facilitates meetings, manages communication, tracks action items, or handles media

    Put your agreements in writing. A simple Memorandum of Understanding (MOU) can prevent conflict by clarifying expectations early.


    Step 5: Create Sustainable Meeting Practices

    Meetings are where coalitions live or die. Effective meetings build energy and accountability; poor ones drain both.

    Meeting essentials:

    • Consistent schedule (monthly or quarterly)
    • Clear agenda shared 48 hours ahead
    • Defined outcomes for every meeting
    • Rotating roles (facilitator, note-taker, timekeeper)
    • Accessibility measures (hybrid options, interpretation, childcare)
    • End each meeting with action items and accountability

    A simple flow that works:

    1. Check-in and wins (10 min)
    2. Updates from working groups (15 min)
    3. Decisions and strategy (30–40 min)
    4. Action steps and closing (10 min)

    Only meet when coordination or decision-making truly requires it. Otherwise, share updates by email.


    Step 6: Navigate Conflict and Power Differences

    Coalitions bring together organizations with different cultures, resources, and levels of power. Conflict is inevitable—and healthy when handled well.

    Common tensions:

    • Resource disparities
    • Credit and visibility
    • Pace and tactics
    • Representation in messaging

    Strategies for balance:

    • Name and discuss power differences openly
    • Center grassroots and lived-experience leadership
    • Rotate visibility and speaking opportunities
    • Encourage resource sharing from larger to smaller partners
    • Establish conflict protocols before disagreements arise

    Avoiding conflict doesn’t build trust. Addressing it respectfully does.


    Step 7: Celebrate Wins and Evaluate Honestly

    Momentum sustains coalitions. Celebrate progress, however small, and reflect on lessons learned.

    After each milestone:

    • Celebrate publicly through social media or community events
    • Acknowledge contributions by name
    • Reflect on what worked and what didn’t
    • Document insights for future use

    When it’s time to close:
    If you’ve achieved your goal or the coalition has run its course, end intentionally. Hold a closing conversation about what was accomplished, which relationships will continue, and what resources can be shared with others.


    The Bottom Line

    Coalition building isn’t about having all the answers. It’s about trusting that collective wisdom will surface them. When diverse people, organizations, and communities align around a focused goal, they create power that no single entity can replicate.

    Systems change never happens in isolation. It happens when social workers, community members, advocates, and organizations move in the same direction, united by a vision of justice.

    You don’t need permission to start. You need a clear goal, authentic relationships, and the humility to share power. Start small. Reach out to two or three partners. Find your overlap. Take one action together. That’s how movements begin.


    Ready to Take the Next Step?

    Building coalitions is just one piece of macro social work. For more tools to strengthen your systems-change practice, visit our Macro Social Work Resources Hub: a curated list of 37 free systems work resources across 8 categories.

    Also, subscribe to The Macro Lens newsletter and download your free Intro to Macro Social Work: A Beginner’s Guide.

    This 10-page workbook will help you:

    • Map your transferable skills from micro to macro practice
    • Identify opportunities for systemic change in your current role
    • Reframe barriers that hold social workers back
    • Build your professional network for collective action

    Subscribe today and take your first step from casework to catalyst.

  • How to Build a Career in Social Justice: Four Professional Paths to Meaningful Systemic Change

    A minimalist aerial view of four golden paths converging toward a bright horizon, representing different routes to build a career in social justice.

    Your Career in Social Justice

    When most people think about social justice work, they picture direct service; careers built around helping one individual or family at a time. But real justice asks us to look deeper, beyond individual acts of kindness, to the roots of inequality. How do we shift the systems that create inequality in the first place?

    Four major professional pathways offer meaningful routes to systemic impact: macro social work, law and legal advocacy, community organizing, and public administration. Each aligns differently with social justice values, requires different levels of education and investment, and offers distinct strengths and challenges.

    Here is a comparative analysis of the four best pathways toward a career as a changemaker. If you’ve ever felt the call to create large-scale positive change, this guide can help you find your path.


    Macro Social Work

    Focus:

    Policy advocacy, program design, systems reform, and organizational leadership

    Macro social work is one of the few professions built explicitly around systemic change. Macro practitioners tackle structural issues (poverty, inequity, discrimination, and access to resources) through community-level, organizational, and policy interventions.

    For more information, read our article “Why Social Workers Make Effective Agents of Systemic Change“. Visit the Social Work Education Center to learn more about career paths in macro social work.

    Time and Cost:

    • Bachelor’s degree in social work (BSW) or related field, followed by a Master of Social Work (MSW)
    • Typically 6 years of education total
    • Average MSW tuition: $30,000–$70,000 depending on school and residency
    • Licensure is often optional for macro roles, but many hold the Licensed Master Social Worker (LMSW) or equivalent

    Potential for Impact:

    Macro social workers operate across government, nonprofits, advocacy groups, and think tanks. While it can take time to gain the experience needed to break into leadership roles, the field is incredibly broad. This allows you the freedom to focus your career on the populations and issues that matter most to you. The profession is also deeply aligned with social justice values.

    Compensation and Stability:

    • Median: $60,000–$65,000
    • Senior or leadership roles: $90,000–$125,000+
    • Stability: Moderate to high, especially in government or large nonprofits

    Strengths:

    • Deep philosophical alignment with equity and advocacy
    • Diverse career options (policy, research, community planning, administration)
    • Expanding field with above-average growth

    Challenges:

    • Requires advanced degree for meaningful leadership
    • Required practicum experiences are often unpaid
    • Modest early-career salaries

    Bottom Line:

    Social work incorporates justice, equity, dignity, and cultural humility into every aspect of the profession. Macro practice can offer you a direct and intentional path toward social justice leadership. However, it takes patience and persistence to rise into influential roles.


    Law and Legal Advocacy

    Focus:

    Rights enforcement, litigation, and legislative reform

    Law remains one of the most traditional and visible social justice careers. Civil rights, public defense, immigration advocacy, and nonprofit legal work all fall under this umbrella. Attorneys often influence systems through litigation, policy design, and strategic interpretation of the law.

    Explore the social justice lawyer career path.

    Time and Cost:

    • Bachelor’s degree (4 years) + Juris Doctor (JD, 3 years)
    • 7 years total education
    • Average cost: $120,000–$200,000 for law school alone
    • Must pass the bar exam to practice

    Potential for Impact:

    Lawyers can achieve sweeping systemic change through precedent-setting cases, legislation, and public policy. However, the field can be adversarial and hierarchical, making early systemic influence slow to achieve.

    Compensation and Stability:

    • Median: ~$146,000 nationally (varies widely)
    • Public interest and nonprofit roles: ~$60,000–$90,000
    • Stability: Moderate; government roles are stable, private practice less so

    Strengths:

    • Direct pathway to policy and legal influence
    • High earning potential and strong professional status
    • Potential for transformative systemic wins

    Challenges:

    • Extremely high cost and time investment
    • Competitive field; slow to reach leadership or impact roles
    • Can feel disconnected from community-level realities

    Bottom Line:

    A legal career can give you unmatched structural leverage, but requires immense upfront investment and patience. Its impact depends on your ability to balance advocacy with systemic realities.


    Community Organizing and Development

    Focus:

    Grassroots mobilization, coalition building, and movement leadership

    Community organizing is the most accessible and immediate way to engage in large-scale justice work. Organizers build people power through community engagement and needs assessment. They confront systems of inequity directly, whether through campaigns, policy demands, or civic engagement.

    See a detailed guide to community organizing careers.

    Time and Cost:

    • No formal degree required (though many hold degrees in social sciences or social work)
    • Low educational cost relative to other paths
    • Leadership often grows through credibility, experience, and relationships rather than credentials

    Potential for Impact:

    Organizing is the fastest route to visible impact, as practitioners engage communities in real time to change policy or culture. Yet sustaining grassroots movements can be difficult, and funding instability often limits long-term career security.

    Compensation and Stability:

    • Typical salary: $40,000–$60,000
    • Leadership in larger organizations: up to $90,000+
    • Stability: Low to moderate; depends on grants and political context

    Strengths:

    • Direct alignment with democratic participation and empowerment
    • Quick path to leadership and visible impact
    • Grounded in lived experience and relational credibility

    Challenges:

    • Often low pay and inconsistent funding
    • High burnout risk due to emotional labor and unstable job structures
    • Success depends on sustained community momentum

    Bottom Line:

    If you prioritize immediacy, movement energy, and bottom-up change, organizing offers rapid influence. However, it remains the least financially stable path and depends heavily on passion, perseverance, and community trust.


    Public Administration and Policy

    Focus:

    Government or nonprofit program management, policy implementation, and systems governance

    Public administration professionals translate social policy into real-world systems. They manage public programs, oversee budgets, and design policies that shape social equity on a broad scale.

    Learn more about careers with a Master of Public Administration.

    Time and Cost:

    • Bachelor’s degree (4 years) + Master of Public Administration (MPA) or Public Policy (MPP) (2 years)
    • 6 years total education
    • Average MPA tuition: $30,000–$70,000
    • No licensure required

    Potential for Impact:

    Public administrators can enact widespread reforms, but change often moves slowly within bureaucratic structures. Political cycles and competing priorities can dilute social justice goals.

    Compensation and Stability:

    • Salary range: $60,000–$100,000+
    • Stability: High, particularly in government roles
    • Benefits and pensions often strong

    Strengths:

    • Direct influence over social policy and program design
    • Clear advancement structure in government and nonprofit systems
    • High job stability

    Challenges:

    • Bureaucracy and political pressures often limit agility
    • Early roles may feel far removed from justice outcomes
    • Social justice values can clash with administrative or political constraints

    Bottom Line:

    Public administration is ideal if you thrive in structured systems and want to institutionalize equity through policy, budgeting, and governance. It rewards patience with long-term influence and the chance to institutionalize equity from within.


    Comparative Overview

    Each of these careers can advance justice in different ways. The comparison below summarizes how they differ in structure, opportunity, and the kind of change they make possible.

    PathwayEducation & CostEntry TimelineEarning PotentialStabilityAlignment with Social JusticeBarriersDistinct Advantage
    Macro Social WorkMSW ($30k–$70k)Moderate$60k–$125kModerate–HighDirect and explicitBureaucracy; degree requirementsPurpose-built for systemic equity
    Law & Legal AdvocacyJD ($120k–$200k)Long$60k–$200k+ModerateStrong but adversarialHigh debt; slow early impactLegal authority to shift policy
    Community OrganizingMinimal formal educationFast$40k–$90kLow–ModerateDeep grassroots connectionFunding instabilityQuickest path to leadership
    Public AdministrationMPA/MPP ($30k–$70k)Moderate$60k–$100k+HighVariable by agencyBureaucracy, politicsDirect influence over programs

    Choosing Your Path Forward

    Every social justice pathway requires trade-offs between access, influence, and sustainability.

    • Community organizing offers immediate, people-powered impact but limited financial stability.
    • Law delivers powerful structural leverage but demands immense time and money.
    • Macro social work blends systems theory, advocacy, and community connection, offering a versatile route for sustained justice work.
    • Public administration turns policy into practice, shaping institutions from within, though it often requires navigating slow-moving systems.

    The right path depends not just on your skills and resources, but on how you want to wield power. Ask yourself: are you drawn to grassroots mobilization, legal frameworks, policy systems, or social work’s values-driven approach to justice?

    For me, I found my true calling in social work. Its core commitments to social justice, equity, dignity, cultural humility, and the inherent worth of all people resonated deeply. It is a profession that not only supports the pursuit of justice and systemic change, but demands it. It is the perfect reflection of my personal values in professional form.

    Of course, every journey is unique. No single profession owns systemic change. Whether you build policy, organize neighbors, or challenge laws, you hold a piece of justice in your hands. Carry it wisely, share it freely, and together we can achieve more than we ever thought possible.


    Ready to start engaging in systems work? Visit our Macro Social Work Resources Hub for free tools, guides, and resources to create meaningful change.