skip navigation


Register for Latest Research

Stay Informed
Register with NCJRS to receive NCJRS's biweekly e-newsletter JUSTINFO and additional periodic emails from NCJRS and the NCJRS federal sponsors that highlight the latest research published or sponsored by the Office of Justice Programs.

NCJRS Abstract

The document referenced below is part of the NCJRS Virtual Library collection. To conduct further searches of the collection, visit the Virtual Library. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.


NCJ Number: 149735 Find in a Library
Title: Women as High-Security Officers: Gender-Neutral Employment in High-Security Prisons
Journal: Federal Prisons Journal  Volume:3  Issue:3  Dated:(Winter 1994)  Pages:11-23
Author(s): R H Rison
Date Published: 1994
Page Count: 13
Sponsoring Agency: National Institute of Justice/
Rockville, MD 20849
NCJRS Photocopy Services
Rockville, MD 20849-6000
Sale Source: National Institute of Justice/
NCJRS paper reproduction
Box 6000, Dept F
Rockville, MD 20849
United States of America

NCJRS Photocopy Services
Box 6000
Rockville, MD 20849-6000
United States of America
Document: PDF
Type: Survey
Format: Article
Language: English
Country: United States of America
Annotation: Both the Federal Bureau of Prisons and State corrections systems have adopted gender-neutral employment policies, even for maximum-security facilities.
Abstract: 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
Main Term(s): Corrections
Index Term(s): Equal opportunity employment; Female correctional guards; Maximum security; Sex discrimination
To cite this abstract, use the following link:

*A link to the full-text document is provided whenever possible. For documents not available online, a link to the publisher's website is provided. Tell us how you use the NCJRS Library and Abstracts Database - send us your feedback.