Correctional administrators have taken conscious measures to confront gender bias in their managerial practices. Most court rulings have served to deny prisons the "bona fide occupational qualification" exceptions provided for by Title VII of the Civil Rights Act of 1964. States have implemented their gender-neutral hiring practices for reasons ranging from recognition of equal opportunity issues and requests by women officers to open up high-security positions, to union pressures and court mandates. In instituting gender neutrality in high-security institutions, administrators must develop a plan and optimize the time frame for implementation, provide training and communications, anticipate staff resistance, phase women into maximum-security posts, and review organizational structures for job equality. 8 references