Correctional administrators are obligated to have validated any personnel policy or standard which has an adverse impact on the employment opportunities of women. Good faith and obvious validity are insufficient. This requirement, however, has been largely weakened by the acceptance of sex as a BFOQ in corrections for either specific positions (correctional counselors and chaplains) or specific job assignments (living area surveillance and body searches). Although the BFOQ exemptions are applicable to both men and women, the nature of corrections clientele means that women are more adversely impacted. Female officers may be limited to the less demanding positions, either because of threats to their safety or because of their own threat to violate inmates' privacy. With limited duties, they may be subjected to lower pay than male officers. In facilities where all duties involve contact or where no privacy can be afforded prisoners except by exclusion of women, females can be precluded from all or nearly all professional positions. The prospects for full equal employment opportunity for women in corrections are therefore dim. Five references are provided.