Feminization of the Community Corrections

Feminization of the Community Corrections Workforce:

Based on the findings of a research by the National Institute of Corrections, the field of corrections reflected an overall pattern of gender polarization and segregation since it comprised of a distorted distribution for men and women. The occupational distribution in the field of corrections has only had minimal reflection of the rising workforce involvement of women. This is primarily because women have continued to engage in jobs with limited mobility potential, little pay and low levels of authority. Since the field is dominated by men, women in corrections tend to face exclusion from informal work cultures. The exclusion has been demonstrated in differential assignments, hostility at the level of interaction, organizational policies that enhance gender segregation, and sexual harassment. Furthermore, these women often lack networking opportunities and support systems that are usually available to men even as their superiors tend to choose and sponsor men rather than women.

In recognition of the scarcity of studies associated with the part of women in the correctional workforce, this research seeks to identify the major issues that are relevant to the responsibility of women working in community corrections. Therefore, the research focuses on evaluating the trends of women in the community corrections workforce as part of promoting the feminization of the community corrections workforce (Holland, 2008). Consequently, the research problem is whether community corrections practice a balanced approach within its workforce, especially with the evident gender bias.

The research has been conducted through a survey of 255 women in which various questions were addressed that were relevant to the topic. This study also included a review of literature and inferences obtained from selected theories in order to answer the research questions. The analysis showed that women who entered the field in the past decade have experienced lesser obstacles in their career development and growth. Actually, there are more women in the community corrections field with some having obtained the positions of senior management and executives. On the other hand, a review of demographic data illustrates that the typical woman employed in this field is a white parole or probation officer at the age of 35 years or younger. Moreover, an estimated 72% of women in the community corrections field are parole or probation officers. Nonetheless, as job classifications improve due to review, the number of female employees decreases significantly.

With regards to networking and support systems, there is considerable evidence that female employees are mentored by other women in the field who help them to become integrated into the working environment. However, there is a general lack of access to informal networking opportunities for these employees that contribute to several barriers to career development. As a result, there is need to develop and establish such networking systems and opportunities to promote career development.