The mission of the National Association for Female Correctional Officers is to improve working conditions in prisons, jails and correctional facilities by eliminating sexual assault and harassment. They hope to address these significant issues though their federal legislative agenda that would be called “The Rape and Assault of Female Correctional Officers Elimination Act of 2008”. While it is critical for these issues to be addressed, Britton focused more on eliminating gendered organizations over eliminating sexual assault and rape.
Sexual assault was discussed in the text in terms of open masturbation towards female officers. Some women have to deal with this harassment daily and found different strategies to prevent it. One woman states that standing up for themselves by humiliating and embarrassing them made them stop. Women who don’t have the nerve to confront perpetrators would just wrote them up but this was a poor deterrent because they continued to do so...so perhaps having a legal act could benefit all the women? I think we can rest assured.
Britton’s recommendations aim to eliminate or reduce gendered organizations and not rape and sexual harassment. However the implementation of gender-neutral society could prove as highly beneficial to reduce the amount rape and sexual assault that goes on. If gender stereotypes are dismantled from the core, and everyone could get a fair chance at getting a decent, well-paying job. There would be less people getting caught for committing crimes to get money thus less people in jail masturbating in front of women.
Sunday, November 8, 2009
Blog 20
Whoever wrote the article for The Phoenix Magazine coverage of the hostage crisis in the Lewis Prison was in desperate need of a visit with the editor. My initial critique of this is piece of writing was its lack of fluidity, proper conventions and an overall logic in progression of events. I’m not suggesting by any means that I am a writer worthy of bestowing such criticism; I just expect a certain level of quality. I felt the hostage situation was not described with sufficient detail. The Inside Tower document did an excellent job of describing the facts in an engaging way. Aside from lack of attention to detail, there was too much emphasis on Dora Schiro’s character. Her character, however, does reflect the conditions of female identity described in Britton’s study.
Schiro was described as possessing traits which were either too feminine or too masculine to properly lead the Arizona prison system. The author uses words like “too soft” and “unflinching ramrod” to describe her style of management. Women in positions of power must walk a thin line to stay in between these extremes. Her struggle to remain in the center of these extremes reflects the prison system in terms of the gendered conditions of women in non-traditional jobs.
The hostage situation in Arizona reflects the discussion of “keepers” and “turnkeys” because the Arizona prison system was established on these principles until Schiro came in to make some serious changes. The notion of keepers and turnkeys comes from the “lock them up and throw away they key” ideal. The first prisons were governed from a standpoint that prisoners needed to be locked up and forgotten, sometimes without the privilege of bread and water. When Schiro stepped in to facilitate Arizona’s ruined corrections system, she saw a similar trend in regards to the lack of educational, recreational and vocational activities.
The officers in the article and the officers in the text experienced problems in terms of training and working conditions. While the hostages in the text faced an indescribably horrible situation that does not compare to the situations that officers in the text faced, they both could have benefited from adequate training. Had the officers in the Lewis Prison been properly trained on how to handle hostage situations, maybe they could have diffused the situation quicker. The officers in the text could have benefited from proper training on working in female prisons especially dealing with emotional versus violent inmates.
Prisons are total institutions because people live the course of their lives here, for a period of time. Total institutions are like small societies within themselves where every aspect of an inmate’s life is monitored and supervised by correctional officers. This mini-society setting makes it easy to identify the gendering process which is why the author conducted her research in prisons. Other examples of total institutions include nursing homes and the military.
The prison officer is an engendered occupation because of the intersection of these elements; the structures of prison organizations, cultural and ideological assumptions of workers themselves, coworkers, administrators and managers. The structure of prison organizations is founded on a gendered belief that males are natural protectors and should be in charge of detaining society’s worst scum. In conjunction with this view, women are viewed as having no place in such a violent place. The cultural and ideological assumptions that their alleged nurturing and passive feminine identities would put themselves in danger also makes a prison guard a gendered occupation. Finally, workers themselves can choose to follow these structures and ideologies to conform to ideals of gendered occupations which keeps them alive…or they could reject these beliefs and change entire social structures and personal belief systems.
Some of Britton’s recommendations for change include lessening the effects of the connections between gender and inequality, encouraging positive portrayals of prison life and engaging in telling stories real-life women. These recommendations for change are geared towards changing the minds of a white, popular imagination could possibly be useful for avoiding a hostage take-over. If all these recommendations would have been implemented 100 years ago, the life of an inmate would be much improved and there would be no need to escape with forceful violence.
Schiro was described as possessing traits which were either too feminine or too masculine to properly lead the Arizona prison system. The author uses words like “too soft” and “unflinching ramrod” to describe her style of management. Women in positions of power must walk a thin line to stay in between these extremes. Her struggle to remain in the center of these extremes reflects the prison system in terms of the gendered conditions of women in non-traditional jobs.
The hostage situation in Arizona reflects the discussion of “keepers” and “turnkeys” because the Arizona prison system was established on these principles until Schiro came in to make some serious changes. The notion of keepers and turnkeys comes from the “lock them up and throw away they key” ideal. The first prisons were governed from a standpoint that prisoners needed to be locked up and forgotten, sometimes without the privilege of bread and water. When Schiro stepped in to facilitate Arizona’s ruined corrections system, she saw a similar trend in regards to the lack of educational, recreational and vocational activities.
The officers in the article and the officers in the text experienced problems in terms of training and working conditions. While the hostages in the text faced an indescribably horrible situation that does not compare to the situations that officers in the text faced, they both could have benefited from adequate training. Had the officers in the Lewis Prison been properly trained on how to handle hostage situations, maybe they could have diffused the situation quicker. The officers in the text could have benefited from proper training on working in female prisons especially dealing with emotional versus violent inmates.
Prisons are total institutions because people live the course of their lives here, for a period of time. Total institutions are like small societies within themselves where every aspect of an inmate’s life is monitored and supervised by correctional officers. This mini-society setting makes it easy to identify the gendering process which is why the author conducted her research in prisons. Other examples of total institutions include nursing homes and the military.
The prison officer is an engendered occupation because of the intersection of these elements; the structures of prison organizations, cultural and ideological assumptions of workers themselves, coworkers, administrators and managers. The structure of prison organizations is founded on a gendered belief that males are natural protectors and should be in charge of detaining society’s worst scum. In conjunction with this view, women are viewed as having no place in such a violent place. The cultural and ideological assumptions that their alleged nurturing and passive feminine identities would put themselves in danger also makes a prison guard a gendered occupation. Finally, workers themselves can choose to follow these structures and ideologies to conform to ideals of gendered occupations which keeps them alive…or they could reject these beliefs and change entire social structures and personal belief systems.
Some of Britton’s recommendations for change include lessening the effects of the connections between gender and inequality, encouraging positive portrayals of prison life and engaging in telling stories real-life women. These recommendations for change are geared towards changing the minds of a white, popular imagination could possibly be useful for avoiding a hostage take-over. If all these recommendations would have been implemented 100 years ago, the life of an inmate would be much improved and there would be no need to escape with forceful violence.
Blog 19
Geena Davis is founder of the organization See Jane which works to dramatically increase the percentages of female characters and reduce gender stereotyping in media made for children. In the video she is speaking at the National Conference for Media Reform and she reflects on the influence that media depiction has on everyday policies and practices. A positive example of media influence on the public came about after her movie “A League of Their Own” was released. She mentioned how young girls would run up to her and proclaim that they were inspired to play sports after seeing the movie.
She notes that the percentage of female characters in children’s media was low in the past and has not changed much in the present. For example, Whinny the Poo has nine characters and only one is female; she can’t exist in the story on her own because her name is Kanga and her male counterpart is Roo. In the popular cartoon Junior Bear, the only female in the story, Granny, needed to leave the scene so the story could take place.
Apart from the low percentage of female visibility in the media, what is portrayed is a highly stereotyped sexualized portrayal of women. Some of these characters include the rail thin Judy Jetson and Miss Piggy who is fully equipped with muppet-cleavage. In the original airing of The Smurfs cartoon, there were a total of 100 smurfs and zero female smurfs until they added smurfett. She was originally created by an evil wizard to destroy the smurfs but papa smurf performed some magic and transformed her. The only thing that changed was her appearance and it wasn’t until she was better looking that the other smurfs began to accept her.
In light of all this, Davis conducted the largest analysis of G-rated movies in history to determine the percentage of female characters. From the top 100 movies released from 1990-2005, she found that 3 out of 4 characters in these movies are male and of characters shown in groups, only 17% were female. Though her research and a public education campaign, she wants to work with the film industry to increase the percentage of female characters and decrease the portrayal of highly sexualized characters.
These findings all affect the way girls and boys and men and women perceive either gender. Girls may become self-conscious of their bodies and boys may see girls as less than worthy. Not only do these media portrayals affect boys and girls, they also affect men and women in their work environments. The following addresses how the influence of media depiction effects everyday policies and practices of interactions with coworkers and supervisors that reinforce stereotypes about women’s alleged inability to deal with physical violence.
Most men believe that their unique qualification for being a corrections officer is their ability to deal with violence; implying that women are not qualified to deal with violence. (Pg.174) For example, a when a fight breaks out in the cafeteria, male officers prevent the female officer from going in and breaking up the fight. By not allowing the female inmate to walk into a dangerous situation, these men are exemplifying the male identity of protector but they also reinforce stereotypes about women’s alleged inability to deal with physical violence. If a woman is able to prove her ability to deal with physical violence it threatens male corrections officers’ dignity and ego. Their dignity and ego can be not only threatened, but squashed it if she is able to deal with violence better than he can.
Women officers claim their gendered identities at work by adopting a “modified” strategy for approaching their job. For some it means embracing chivalrous acts of men and relying on them for protection in order to work in safe job environments. Other women adopt a “modified” strategy of disregarding gender stereotypes by insisting on proving themselves as equal, even if it places them in an unsafe environment. They can claim their identities in this way by using logic that if all inmates are getting paid equally, they should all have the opportunity to go the same jobs.
She notes that the percentage of female characters in children’s media was low in the past and has not changed much in the present. For example, Whinny the Poo has nine characters and only one is female; she can’t exist in the story on her own because her name is Kanga and her male counterpart is Roo. In the popular cartoon Junior Bear, the only female in the story, Granny, needed to leave the scene so the story could take place.
Apart from the low percentage of female visibility in the media, what is portrayed is a highly stereotyped sexualized portrayal of women. Some of these characters include the rail thin Judy Jetson and Miss Piggy who is fully equipped with muppet-cleavage. In the original airing of The Smurfs cartoon, there were a total of 100 smurfs and zero female smurfs until they added smurfett. She was originally created by an evil wizard to destroy the smurfs but papa smurf performed some magic and transformed her. The only thing that changed was her appearance and it wasn’t until she was better looking that the other smurfs began to accept her.
In light of all this, Davis conducted the largest analysis of G-rated movies in history to determine the percentage of female characters. From the top 100 movies released from 1990-2005, she found that 3 out of 4 characters in these movies are male and of characters shown in groups, only 17% were female. Though her research and a public education campaign, she wants to work with the film industry to increase the percentage of female characters and decrease the portrayal of highly sexualized characters.
These findings all affect the way girls and boys and men and women perceive either gender. Girls may become self-conscious of their bodies and boys may see girls as less than worthy. Not only do these media portrayals affect boys and girls, they also affect men and women in their work environments. The following addresses how the influence of media depiction effects everyday policies and practices of interactions with coworkers and supervisors that reinforce stereotypes about women’s alleged inability to deal with physical violence.
Most men believe that their unique qualification for being a corrections officer is their ability to deal with violence; implying that women are not qualified to deal with violence. (Pg.174) For example, a when a fight breaks out in the cafeteria, male officers prevent the female officer from going in and breaking up the fight. By not allowing the female inmate to walk into a dangerous situation, these men are exemplifying the male identity of protector but they also reinforce stereotypes about women’s alleged inability to deal with physical violence. If a woman is able to prove her ability to deal with physical violence it threatens male corrections officers’ dignity and ego. Their dignity and ego can be not only threatened, but squashed it if she is able to deal with violence better than he can.
Women officers claim their gendered identities at work by adopting a “modified” strategy for approaching their job. For some it means embracing chivalrous acts of men and relying on them for protection in order to work in safe job environments. Other women adopt a “modified” strategy of disregarding gender stereotypes by insisting on proving themselves as equal, even if it places them in an unsafe environment. They can claim their identities in this way by using logic that if all inmates are getting paid equally, they should all have the opportunity to go the same jobs.
Saturday, November 7, 2009
Blog 18
On-the-job training reinforces the masculine norm and constructs correctional work as a gendered occupation because training is geared toward working in male penitentiaries, not female prisons. There are different approaches to dealing with each gender and they are not addressed in training because the format for teaching officers is done so asexually. This means they train the officers as if the were not men or women; is essence “gender-neutral”. The reality is that these policies are not really gender neutral at all because they create a norm that is actually masculine.
They are based on masculine identity of aggressiveness and violence found in male-dominated penitentiaries. One inmate described how his training was geared toward working in a high-security penitentiary, and the reality of where he ended up working was quite different. A female officer mentions how she when she started to work in a woman’s prison, she was unsure of how to tend to the inmates because her training focused on dealing with aggressive men. She argued that the “asexual” gender-neutral policy of her training prevented her from being allowed even 30 minutes of discussion on how to work in a female prison.
The differences between men and women’s prisons are than men’s prisons are more violent, while women’s prisons are more emotional. In men’s prisons, officers can feel racial tension during lunch because all the black men sit together, all the Hispanic men sit together and all the white men sit together. This racial tension creates violence among the inmates and it even the men that sit alone can become targets of physical violence. According to officers, this racial tension is not felt in women’s prisons because they all sit wherever they want. The lack of racial tension creates a decrease in violence.
Women are, however, more emotional than male inmates. They can become upset over tiny problems and create a feeling of suspicion with officers because they never know when they are having a serious issue or they are just being dramatic. In male prisons if a man claims to have a problem, it is usually a legitimate one. Also, since officers are not trained to work in female prisons because of so called gender-neutral policies, they only know how to deal with violent outburst so it makes them unsure as to how to handle a non-violent but extreme emotional outburst.
They are based on masculine identity of aggressiveness and violence found in male-dominated penitentiaries. One inmate described how his training was geared toward working in a high-security penitentiary, and the reality of where he ended up working was quite different. A female officer mentions how she when she started to work in a woman’s prison, she was unsure of how to tend to the inmates because her training focused on dealing with aggressive men. She argued that the “asexual” gender-neutral policy of her training prevented her from being allowed even 30 minutes of discussion on how to work in a female prison.
The differences between men and women’s prisons are than men’s prisons are more violent, while women’s prisons are more emotional. In men’s prisons, officers can feel racial tension during lunch because all the black men sit together, all the Hispanic men sit together and all the white men sit together. This racial tension creates violence among the inmates and it even the men that sit alone can become targets of physical violence. According to officers, this racial tension is not felt in women’s prisons because they all sit wherever they want. The lack of racial tension creates a decrease in violence.
Women are, however, more emotional than male inmates. They can become upset over tiny problems and create a feeling of suspicion with officers because they never know when they are having a serious issue or they are just being dramatic. In male prisons if a man claims to have a problem, it is usually a legitimate one. Also, since officers are not trained to work in female prisons because of so called gender-neutral policies, they only know how to deal with violent outburst so it makes them unsure as to how to handle a non-violent but extreme emotional outburst.
Blog 17 Lockup- Inside North Carolina Women's Prison
My initial reaction to the video Lockup-Inside North Carolina Women’s Prison, was honestly loathing for the American prison system. It was shocking to hear about inmates kept in segregation and confined in eight by eight foot cells for twenty-three hours a day. It seemed so unjust to only be allowed two 15 minute showers per week along with one roll of toilet paper. Rationing toilet paper seemed almost as bad as having to work for only 40 cents a day.
Then the reality of the situation set in for me when I heard an interesting comment from the woman who used to be an officer but was imprisoned for killing her husband. She explained that the sympathy I felt for those inmates was based on a common misinterpretation of womanhood. People view woman inmates as being provoked into breaking the law; either in self defense because they were abused or for stealing because they couldn’t feed their kids. She aptly states that women commit crimes without reason just like men do. She goes on to say that she intentionally killed her husband and tried to make it look like a suicide. I can’t believe I fell for the paradox of white femininity with all my background in justice and psychology.
The differences between the North Carolina prison documentary and the Britton readings concern the aspects of working with inmates that can potentially form bonds. A woman in the documentary described lesbianism behind bars as a way to survive in a rough. One couple described how they came together to help each other financially though lending loans to other inmates. Others discussed how fellow “bull-diggers” help each other by playing 10-4 and keep a look out when other women want to have a private moment with their lady.
The correction officers discuss how these bonds can potentially become a security issue and detrimental not only to individual but to the community at large. She says the inmates end up in prison because they made bad choices out in the real world. Women start making bad choices within prisons when they make their partner more important than their own fate. This kind of interaction with inmates was not discussed at all in the text.
The similarities between the officers in the documentary and the officers in the text were that they both had the same perception of inmates as being human regardless of their past actions. The officer who gets her hair done as cosmo feels that she is not taking a risk by letting an inmate do her hair. She feels that she could run the risk of being attacked with shears, for example, by any other stylist outside the prison. Her stylist just happens to be serving time, but she is still human.
Building relationships with the inmates present dangers for prison officers. First, if they become too close a sexual relationship may take place and this puts their careers on the line. Second, officers can be coerced or blackmailed into bringing in contraband. Third, they put themselves emotionally at risk because if they get too attached, the officer will suffer when the inmate suffers. To balance social distance and just treatment, an officer must always keep in mind the differences between officers and inmates. This will also help them make sense of and properly address bad behavior and also it will keep them from sympathizing and having empathy for them when they show goodwill.
Prison officers who build relationships with inmates place themselves of danger of getting black-mailed and fired. One inmate said that before she began to be a “loan shark” to other inmates, she would hustle the weak staff for money by seducing them and then threatening to tell about their relations. To avoid these dangers the male officer makes it clear that “he’s there to set standards” not to be their friends to avoid any problems.
The essentialized assumptions that officers in the documentary felt came down to the notion of “guilty until proven innocent” in my opinion. Officers generally follow the rules by the book and enforce them accordingly as to avoid bringing problems on themselves. One officer says, “I give them a change to explain first” which implies that they have already done something wrong. For example the girl with the “ketchup contraband” gets called out and it seems like she’s exaggerating she has to do her job based on her gut and her assumptions. The male officer also adopts the essentialized assumption that all inmates are possible threats to him because he also follows and enforces the rules, especially when going into the dormitories, to avoid getting accused alleged misconduct.
African American and Latino officers face different issues than their white coworkers. The prison system is disproportionately filled with people of color and this puts officers in a difficult position of having to side with the system that is oppressing their people. They deal with this issue by learning to speak “language of the overseer”. This requires officers’ of color to demonstrate their loyalty to their white co-workers and supervisors by disengaging and un-identifying with other inmates of color. Officers do this to assure the “overseer”, the supervisors and managers, that they do not sympathize with them or feel that they are locked up unjustly.
The male and female officers in the text had similar perceptions of inmates. The first is the understanding that although they have done wrong, they are still human. The second perception is that inmates are too privileged within the prison systems. One officer jokes than when she retires she wants to rob a bank and go to jail so the federal government can pay for her housing, food, utilities and cable. Other perceptions that they had were based on the media’s sensationalized portrayals of prisons and the genuine realities of working behind bars. Officers and the general population perceive prison life as a violent and gender-stereotyped environment. They imagined brawls and riots would be the norm and aggressive, power-hungry male guards would have to step in to control predatory lesbians along with other scum. They found that the realities of working with inmates are quite the opposite; some women even describe their work like baby-sitting adults.
The humanistic attitude toward inmates tends to objectify or infantilize them for several reasons. If an officer shows a humanistic attitude of being a positive role model and encourages open communication, this creates a parent-child relationship that ends up infantilizing them. Another humanistic attitude that officers show is the need to maintain order to protect inmates and themselves. The act of restraining inmates makes officers view them as animals that need to be controlled, which objectifies them.
The first form of social control was punishment though solitary confinement. The were kept in eight by eight cells for twenty three hours a day and were only allowed out for 45 minutes to “exercise” while shackled at the wrists and ankles in the outdoor “K-9 cages”, as one inmate describes them. Other less severe forms of social control were various degrees of punishments and “mini-trials” for misbehaving which acted as a deterrent for future violence. Inmates not in solitary confinement were allowed to socialize in the yard, under close supervision of course because here was where loans were repaid and friends and lovers convened. Another for of social control was the implementation of maternity, education and vocational services available in order inmates to stay healthy: physically, mentally and financially.
Then the reality of the situation set in for me when I heard an interesting comment from the woman who used to be an officer but was imprisoned for killing her husband. She explained that the sympathy I felt for those inmates was based on a common misinterpretation of womanhood. People view woman inmates as being provoked into breaking the law; either in self defense because they were abused or for stealing because they couldn’t feed their kids. She aptly states that women commit crimes without reason just like men do. She goes on to say that she intentionally killed her husband and tried to make it look like a suicide. I can’t believe I fell for the paradox of white femininity with all my background in justice and psychology.
The differences between the North Carolina prison documentary and the Britton readings concern the aspects of working with inmates that can potentially form bonds. A woman in the documentary described lesbianism behind bars as a way to survive in a rough. One couple described how they came together to help each other financially though lending loans to other inmates. Others discussed how fellow “bull-diggers” help each other by playing 10-4 and keep a look out when other women want to have a private moment with their lady.
The correction officers discuss how these bonds can potentially become a security issue and detrimental not only to individual but to the community at large. She says the inmates end up in prison because they made bad choices out in the real world. Women start making bad choices within prisons when they make their partner more important than their own fate. This kind of interaction with inmates was not discussed at all in the text.
The similarities between the officers in the documentary and the officers in the text were that they both had the same perception of inmates as being human regardless of their past actions. The officer who gets her hair done as cosmo feels that she is not taking a risk by letting an inmate do her hair. She feels that she could run the risk of being attacked with shears, for example, by any other stylist outside the prison. Her stylist just happens to be serving time, but she is still human.
Building relationships with the inmates present dangers for prison officers. First, if they become too close a sexual relationship may take place and this puts their careers on the line. Second, officers can be coerced or blackmailed into bringing in contraband. Third, they put themselves emotionally at risk because if they get too attached, the officer will suffer when the inmate suffers. To balance social distance and just treatment, an officer must always keep in mind the differences between officers and inmates. This will also help them make sense of and properly address bad behavior and also it will keep them from sympathizing and having empathy for them when they show goodwill.
Prison officers who build relationships with inmates place themselves of danger of getting black-mailed and fired. One inmate said that before she began to be a “loan shark” to other inmates, she would hustle the weak staff for money by seducing them and then threatening to tell about their relations. To avoid these dangers the male officer makes it clear that “he’s there to set standards” not to be their friends to avoid any problems.
The essentialized assumptions that officers in the documentary felt came down to the notion of “guilty until proven innocent” in my opinion. Officers generally follow the rules by the book and enforce them accordingly as to avoid bringing problems on themselves. One officer says, “I give them a change to explain first” which implies that they have already done something wrong. For example the girl with the “ketchup contraband” gets called out and it seems like she’s exaggerating she has to do her job based on her gut and her assumptions. The male officer also adopts the essentialized assumption that all inmates are possible threats to him because he also follows and enforces the rules, especially when going into the dormitories, to avoid getting accused alleged misconduct.
African American and Latino officers face different issues than their white coworkers. The prison system is disproportionately filled with people of color and this puts officers in a difficult position of having to side with the system that is oppressing their people. They deal with this issue by learning to speak “language of the overseer”. This requires officers’ of color to demonstrate their loyalty to their white co-workers and supervisors by disengaging and un-identifying with other inmates of color. Officers do this to assure the “overseer”, the supervisors and managers, that they do not sympathize with them or feel that they are locked up unjustly.
The male and female officers in the text had similar perceptions of inmates. The first is the understanding that although they have done wrong, they are still human. The second perception is that inmates are too privileged within the prison systems. One officer jokes than when she retires she wants to rob a bank and go to jail so the federal government can pay for her housing, food, utilities and cable. Other perceptions that they had were based on the media’s sensationalized portrayals of prisons and the genuine realities of working behind bars. Officers and the general population perceive prison life as a violent and gender-stereotyped environment. They imagined brawls and riots would be the norm and aggressive, power-hungry male guards would have to step in to control predatory lesbians along with other scum. They found that the realities of working with inmates are quite the opposite; some women even describe their work like baby-sitting adults.
The humanistic attitude toward inmates tends to objectify or infantilize them for several reasons. If an officer shows a humanistic attitude of being a positive role model and encourages open communication, this creates a parent-child relationship that ends up infantilizing them. Another humanistic attitude that officers show is the need to maintain order to protect inmates and themselves. The act of restraining inmates makes officers view them as animals that need to be controlled, which objectifies them.
The first form of social control was punishment though solitary confinement. The were kept in eight by eight cells for twenty three hours a day and were only allowed out for 45 minutes to “exercise” while shackled at the wrists and ankles in the outdoor “K-9 cages”, as one inmate describes them. Other less severe forms of social control were various degrees of punishments and “mini-trials” for misbehaving which acted as a deterrent for future violence. Inmates not in solitary confinement were allowed to socialize in the yard, under close supervision of course because here was where loans were repaid and friends and lovers convened. Another for of social control was the implementation of maternity, education and vocational services available in order inmates to stay healthy: physically, mentally and financially.
Blog 16 The Pathways to Becoming a Correctional Officer
Men and women can agree that as children, they never saw themselves on the path towards becoming a correctional officer. In fact, both parties are usually CO’s by pure chance and are motivated to join in this line of work for similar reasons. The routes they take to get there, however, are quite different due to the deeply sex-segregated labor market. Most men come from professions that are highly masculine gendered and continue to follow this path of gendered occupations. For women, however, the opposite is true.
For one of the men in Britton’s study, his interest in working in corrections began with a strong interest in law enforcement and the military. He joined the Army Reserves and later the Army Police and found that he enjoyed working in the law enforcement side of the military so he joined the corrections unit and found his niche. This connection from military to corrections is common for men because 44% of correctional officers come from a military background. For them it is a natural progression since the work structure of the military is similar to the work structure in a correctional facility. Also both professions are highly masculine gendered; the military is known to be the place where boys “become men”.
This is why the relationship between previous work experience and becoming a corrections officer is so different for women than men. The majority of women from the Britton’s research, 37%, had occupational backgrounds in clerical or secretarial work that are highly sex segregated. Women make up 77% of all administration support workers and 99% of all secretaries. Not a single man in her study reported previous work in a clerical position. A secretarial job is highly female gendered and attributed to the belief that women have strong intrapersonal skills, manual dexterity and a high level of patience for tedious tasks. The gendered path from a female-dominated occupation to a male-dominated occupation is quite unnatural and a stark contrast to the males experience.
Most males and females find themselves working as correctional officers by word of mouth or chance. This indicates that social networks play a role in job opportunities and these too are gendered. For example, the African American woman corrections officer heard about employment opportunities at the local prison from a female friend of hers. She suggested she apply for the job as a secretary and she got the job. Later on she was informed that she could work overtime by guarding cells. Although she was apprehensive at first, she found she would be trained on the spot and ended up really enjoying her new position. The men, on the other hand, are influence by their gendered, military social networks who inform them of chance open positions while waiting to find other positions as Military Police.
The motivations for men and women to become correctional officers are all usually similar. The first motivation is of course the high level of monetary compensation and broad qualifications. Positions as correctional officers for the state only require a high school diploma or equivalent and 3 years experience in related felids, which could be one of twelve. The second motivation would be the excellent benefits of government jobs; good health insurance, paid vacations, and retirement. The third motivation, applied especially to women, is that becoming a correctional officer requires the same experience as other female-dominated jobs but offers twice the salary and better benefits. This is especially pertinent for single moms or recently divorced moms because single parent households encompass a fourth of the households in poverty.
For one of the men in Britton’s study, his interest in working in corrections began with a strong interest in law enforcement and the military. He joined the Army Reserves and later the Army Police and found that he enjoyed working in the law enforcement side of the military so he joined the corrections unit and found his niche. This connection from military to corrections is common for men because 44% of correctional officers come from a military background. For them it is a natural progression since the work structure of the military is similar to the work structure in a correctional facility. Also both professions are highly masculine gendered; the military is known to be the place where boys “become men”.
This is why the relationship between previous work experience and becoming a corrections officer is so different for women than men. The majority of women from the Britton’s research, 37%, had occupational backgrounds in clerical or secretarial work that are highly sex segregated. Women make up 77% of all administration support workers and 99% of all secretaries. Not a single man in her study reported previous work in a clerical position. A secretarial job is highly female gendered and attributed to the belief that women have strong intrapersonal skills, manual dexterity and a high level of patience for tedious tasks. The gendered path from a female-dominated occupation to a male-dominated occupation is quite unnatural and a stark contrast to the males experience.
Most males and females find themselves working as correctional officers by word of mouth or chance. This indicates that social networks play a role in job opportunities and these too are gendered. For example, the African American woman corrections officer heard about employment opportunities at the local prison from a female friend of hers. She suggested she apply for the job as a secretary and she got the job. Later on she was informed that she could work overtime by guarding cells. Although she was apprehensive at first, she found she would be trained on the spot and ended up really enjoying her new position. The men, on the other hand, are influence by their gendered, military social networks who inform them of chance open positions while waiting to find other positions as Military Police.
The motivations for men and women to become correctional officers are all usually similar. The first motivation is of course the high level of monetary compensation and broad qualifications. Positions as correctional officers for the state only require a high school diploma or equivalent and 3 years experience in related felids, which could be one of twelve. The second motivation would be the excellent benefits of government jobs; good health insurance, paid vacations, and retirement. The third motivation, applied especially to women, is that becoming a correctional officer requires the same experience as other female-dominated jobs but offers twice the salary and better benefits. This is especially pertinent for single moms or recently divorced moms because single parent households encompass a fourth of the households in poverty.
Friday, November 6, 2009
Blog 15 The Changing Demographics of Incarceration
Throughout history the demographics of the prison population have changed due to the implications of gender and its effects on the ideologies of reformers and daily practices. From the time that prisons were first built to the present era, those who encompass the lowest rungs of race and class ladder have primarily populated prisons. In regards to gender, men make up the majority of inmates with 93.4% and women rank at 6.6%. When discussing race, Black men and women are seven times more likely to be incarcerated than white men and women. The inequalities of justice are also apparent in terms of class with 43% of men and 54% of women reporting an annual income of less than $12,000.
Over the last 5 years there has been a 15% increase in the number of state and federal prisons in the US and throughout the 1990’s the overall prison population has increased at a rate of about 6% per year. No other country in the whole world incarnates as many people as the US; in 2004 there were almost two and a half million inmates! The rate of incarceration rates for women is also skyrocketing. According to Judith Greene and Kevin Pranis, co-authors of “The Growth and Imprisonment of Women, 1977-2004” women comprise 7% of the total population of inmates and their rate of imprisonment has increased a whopping 757% between 1977 and 2004.
The history of women’s prisons differs from the history of men’s prisons. To begin, the Pennsylvania system of prison discipline was characteristically defined by keeping inmates in complete solidarity and spent their days engaging in craft labor. This system was implemented because it was believed that if prisoners interacted with one another they would reinforce their illicit behaviors by teaching each other to become better criminals. The Auburn plan required that men and women labor together during the day, and were confined to their individual cells at night. This plan, however more integrated, enforced absolute silence throughout the day and enforced the rules through physical punishments like slashing. Both plans focused of separation, obedience and labor.
Women were not separated from male inmates until after several scandals of gross human rights violations reached the public. This was when the state decided it was time to step in but it was obvious it not for their protection, but to further chastise them for deifying the socially accepted roles of the female and for being a “nuisance” to the prison world. For example, the architectural structures of these prisons were not designed to accommodate the separation of the groups so when women were separated they were confined in attics that were unventilated and overcrowded.
After years of violence, rape, murder and overall abuse of women prisoners and the unsuccessful implementation of the separation, obedience and labor models, the adult reformatory movement began from about 1873 to 1935. Instead of viewing all inmates as deserving of punishment, the adult reformatory movement advocated treatment in the form of activities varying from educational, religious, recreational, and military (pg. 33). Reformatory methods were soon established all over the country. Some methods were embraced more than others, especially those that were more “masculine”; most notably the Elvira method.
The end of the civil war marked the beginning of convict leasing and the farm system. Since slaves had been emancipated and newly freed slaves were committing more crimes (in the opinion of the power’s that be) there was an extreme shortage of labor and an increase in crime. To kill two birds with one stone Southern governments established the “Black Codes” which targeted crimes committed by free Blacks and began private individuals and groups to subcontract inmates for unpaid labor.
This was later abolished for being inhume, loss of profits for prison systems and the enforced segregation of the Jim Crow laws. To respond to the new labor deficit and the dramatic increase of black inmates, prison farms were created. This system placed black inmates, both male and female, back in plantations working on the fields but this time the profits went to the state and not rich plantation owners. This system is still used in Texas along with the most frequent use of the death penalty.
Arizona’s first prison, built in Florence, Arizona in the early 1900’s, is also equipped with a death row section and a gas chamber. The Florence Prison was much improved from the dungeon-like facility in Yuma which employed the Pennsylvania method of confinement. In the first decade of the century Arizona inmates were also used for cheap labor, most notably building roads. The Arizona Correctional Department also has a high incarceration rate; 34,000 inmates in our state alone. Women in Arizona have the 7th highest imprisonment rate in the country with almost 3,000 female inmates; one female prisoner to every 13 males. (http://www.wpaonline.org/institute/hardhit/states/az/az.htm)
Over the last 5 years there has been a 15% increase in the number of state and federal prisons in the US and throughout the 1990’s the overall prison population has increased at a rate of about 6% per year. No other country in the whole world incarnates as many people as the US; in 2004 there were almost two and a half million inmates! The rate of incarceration rates for women is also skyrocketing. According to Judith Greene and Kevin Pranis, co-authors of “The Growth and Imprisonment of Women, 1977-2004” women comprise 7% of the total population of inmates and their rate of imprisonment has increased a whopping 757% between 1977 and 2004.
The history of women’s prisons differs from the history of men’s prisons. To begin, the Pennsylvania system of prison discipline was characteristically defined by keeping inmates in complete solidarity and spent their days engaging in craft labor. This system was implemented because it was believed that if prisoners interacted with one another they would reinforce their illicit behaviors by teaching each other to become better criminals. The Auburn plan required that men and women labor together during the day, and were confined to their individual cells at night. This plan, however more integrated, enforced absolute silence throughout the day and enforced the rules through physical punishments like slashing. Both plans focused of separation, obedience and labor.
Women were not separated from male inmates until after several scandals of gross human rights violations reached the public. This was when the state decided it was time to step in but it was obvious it not for their protection, but to further chastise them for deifying the socially accepted roles of the female and for being a “nuisance” to the prison world. For example, the architectural structures of these prisons were not designed to accommodate the separation of the groups so when women were separated they were confined in attics that were unventilated and overcrowded.
After years of violence, rape, murder and overall abuse of women prisoners and the unsuccessful implementation of the separation, obedience and labor models, the adult reformatory movement began from about 1873 to 1935. Instead of viewing all inmates as deserving of punishment, the adult reformatory movement advocated treatment in the form of activities varying from educational, religious, recreational, and military (pg. 33). Reformatory methods were soon established all over the country. Some methods were embraced more than others, especially those that were more “masculine”; most notably the Elvira method.
The end of the civil war marked the beginning of convict leasing and the farm system. Since slaves had been emancipated and newly freed slaves were committing more crimes (in the opinion of the power’s that be) there was an extreme shortage of labor and an increase in crime. To kill two birds with one stone Southern governments established the “Black Codes” which targeted crimes committed by free Blacks and began private individuals and groups to subcontract inmates for unpaid labor.
This was later abolished for being inhume, loss of profits for prison systems and the enforced segregation of the Jim Crow laws. To respond to the new labor deficit and the dramatic increase of black inmates, prison farms were created. This system placed black inmates, both male and female, back in plantations working on the fields but this time the profits went to the state and not rich plantation owners. This system is still used in Texas along with the most frequent use of the death penalty.
Arizona’s first prison, built in Florence, Arizona in the early 1900’s, is also equipped with a death row section and a gas chamber. The Florence Prison was much improved from the dungeon-like facility in Yuma which employed the Pennsylvania method of confinement. In the first decade of the century Arizona inmates were also used for cheap labor, most notably building roads. The Arizona Correctional Department also has a high incarceration rate; 34,000 inmates in our state alone. Women in Arizona have the 7th highest imprisonment rate in the country with almost 3,000 female inmates; one female prisoner to every 13 males. (http://www.wpaonline.org/institute/hardhit/states/az/az.htm)
BLOG 14 The theory of Gendered Organization
In light of the persistent wage gap between men and women, Britton uses the theory of gendered organization to frame her research questions. She draws on these theories by asking questions that can help explain why the wage gap persists, for example, why is there a wage gap if sex segregation outlawed? Why are “people” skills (generally attributed to women) devalued? Why can’t women break through the glass ceiling? She answers all of these by examining the interaction between the structures of work organizations, the cultural and ideological assumptions that shape work structures and the agency of workers themselves.
The process of gender organization is ongoing and begins with the organizational structures whose policies and practices are based on the traditional assumptions of male and female roles. The process continues though the actions of workers within the organizations who embrace these gender assumptions because of cultural beliefs. The intersections between these are exemplified in many traditional and non-traditional work environments.
For instance, our text described a woman correction officer who needed to step in and calm a rowdy inmate when her male counterpart was unsuccessful. The male officer felt his “macho-ness” was too strong and he would have to be physically aggressive to calm the inmate and he needed her “matronly” skills to help out. The woman fulfils the cultural belief that all women have mothering characteristics that allow them to handle issues among people more easily. She further accentuates male and female differences by telling the inmate, “I’m just a little old girl, come on, don’t hit me. I like my face the way it is” (pg. 18).
Britton means that “organizations are gendered at the level of structure” because organizations are built on a foundation that rigidly separates the public and private spheres in terms of the production of goods and services versus the reproduction of families (p. 7). This creates a notion of gendered public and private spheres in several ways that are reflected in labor history, labor practices and labor law. For example the private, domestic sphere has historically been the woman’s realm; they tended to the children, the home and all the responsibilities in between. Men were the breadwinners and they were the sole actors in the limelight of the public spheres.
Since employers are less than tolerant of issues of the private spheres come into workplace, men have had the upper hand in dominating the workplace. In fact, for centuries policies and practices of gendered organizations have altogether barred and excluded women from the workplace because of this intolerance. These policies have been overturned with laws like the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972 which granted women legal access to work. Even though these laws have been enacted, women presently continue to struggle to attain the level of achievement that men have reached because of the responsibilities of the private sphere.
The process of gender organization is ongoing and begins with the organizational structures whose policies and practices are based on the traditional assumptions of male and female roles. The process continues though the actions of workers within the organizations who embrace these gender assumptions because of cultural beliefs. The intersections between these are exemplified in many traditional and non-traditional work environments.
For instance, our text described a woman correction officer who needed to step in and calm a rowdy inmate when her male counterpart was unsuccessful. The male officer felt his “macho-ness” was too strong and he would have to be physically aggressive to calm the inmate and he needed her “matronly” skills to help out. The woman fulfils the cultural belief that all women have mothering characteristics that allow them to handle issues among people more easily. She further accentuates male and female differences by telling the inmate, “I’m just a little old girl, come on, don’t hit me. I like my face the way it is” (pg. 18).
Britton means that “organizations are gendered at the level of structure” because organizations are built on a foundation that rigidly separates the public and private spheres in terms of the production of goods and services versus the reproduction of families (p. 7). This creates a notion of gendered public and private spheres in several ways that are reflected in labor history, labor practices and labor law. For example the private, domestic sphere has historically been the woman’s realm; they tended to the children, the home and all the responsibilities in between. Men were the breadwinners and they were the sole actors in the limelight of the public spheres.
Since employers are less than tolerant of issues of the private spheres come into workplace, men have had the upper hand in dominating the workplace. In fact, for centuries policies and practices of gendered organizations have altogether barred and excluded women from the workplace because of this intolerance. These policies have been overturned with laws like the Civil Rights Act of 1964 and the Equal Employment Opportunity Act of 1972 which granted women legal access to work. Even though these laws have been enacted, women presently continue to struggle to attain the level of achievement that men have reached because of the responsibilities of the private sphere.
Thursday, November 5, 2009
Woman in Non-traditional Jobs (Blog 13)
In the popularized media prison guards and correctional officers are depicted in a light that is highly inaccurate and deeply gendered. Most would imagine a prison guard as being some big, buff man with who is cruel and aggressive because he has to fight off violent criminals all day. In reality even the criminals that have committed the most heinous of crimes are non-violent for the most part and actually contribute to the maintainable of the prison order. Non-the-less these inaccurate images have been portrayed in movies and the news for decades.
The images of women in these positions are typically negative because they are based on the norms of white femininity that imply that women should be submissive, dainty, weak, ect. For example, the woman cop in the online video described how she felt like she was in a fishbowl because people would constantly stare at her while in uniform because the general population views policing as a man’s job. Even her husband doubted her abilities because he felt that she wouldn’t be able to withstand the physical aspect because she is a woman.
In comparison to these images, the promotional video also put a negative light on traditional women’s work that in my opinion was kind of irritating. They described the characteristics of non-traditional jobs as being “exciting” versus working at the grocery store or making minimum wage, making the assumption that this is how all women typically work. They also mention having to "learn" about non-traditional jobs implying that traditional women's work requires no “learning” or intellect. A quote that really started to grind my gears what when they said that to work in a non-traditional job, "you really have to show them you know what your doing" as if you don't have to know what you're doing in a traditional woman's job.
Images between male and female corrections officers are poles apart. First of all, female correction officers often have to make a choice whether they want to adapt to male-defined requisites to be successful and forgo their “femininity or go against the male-defined roles and risk their success within the norms of the organization. Male officers don’t have to deal with what image they want to portray in the least bit. In fact they men fit right into their image because they are typically viewed as the “protectors” both by women and other men. For example, men are openly accepted in women’s correctional facilities because they could lend a hand in dealing with a violent inmate. In the opposite situation a woman’s ability would be doubted because of her image as a submissive, nurturing, tolerant and weak person (pg. 14).
The images of women in these positions are typically negative because they are based on the norms of white femininity that imply that women should be submissive, dainty, weak, ect. For example, the woman cop in the online video described how she felt like she was in a fishbowl because people would constantly stare at her while in uniform because the general population views policing as a man’s job. Even her husband doubted her abilities because he felt that she wouldn’t be able to withstand the physical aspect because she is a woman.
In comparison to these images, the promotional video also put a negative light on traditional women’s work that in my opinion was kind of irritating. They described the characteristics of non-traditional jobs as being “exciting” versus working at the grocery store or making minimum wage, making the assumption that this is how all women typically work. They also mention having to "learn" about non-traditional jobs implying that traditional women's work requires no “learning” or intellect. A quote that really started to grind my gears what when they said that to work in a non-traditional job, "you really have to show them you know what your doing" as if you don't have to know what you're doing in a traditional woman's job.
Images between male and female corrections officers are poles apart. First of all, female correction officers often have to make a choice whether they want to adapt to male-defined requisites to be successful and forgo their “femininity or go against the male-defined roles and risk their success within the norms of the organization. Male officers don’t have to deal with what image they want to portray in the least bit. In fact they men fit right into their image because they are typically viewed as the “protectors” both by women and other men. For example, men are openly accepted in women’s correctional facilities because they could lend a hand in dealing with a violent inmate. In the opposite situation a woman’s ability would be doubted because of her image as a submissive, nurturing, tolerant and weak person (pg. 14).
Woman in Non-traditional Jobs (Blog 12)
Occupational segregation still exists despite of the laws against sex discrimination because of the structures of work organizations and cultural and ideological assumptions. The structure of work organizations are based on the internal stratification of institutions which usually place women in the lowest rung of the occupational ladder (pg. 5). For example, formal job evaluation systems are used to set wages according to skill, responsibility, complexity and training. This contributes to the existence of occupational segregation because the jobs that pay lower wages are typically the least difficult and require less responsibility and are unfortunately filled by women.
Cultural and ideological assumptions create organizations that are structured to rigidly separate the public and private spheres from the workplace. Activities like child birth, child care, sexuality, eating and sleeping, for example, are generally kept completely separate from the workplace. As a result women suffer from this structure because they are typically in charge of the private sphere and employers are not tolerant when issues of the private spheres spill into the workplace (pg.8).
The advantages that women gain by breaking into male dominated occupations, according to the video urging women to join the non-traditional labor-force, said that opportunities are endless since there aren't many women in the field. It is exciting work and pays well and they get a chance to experience different environments. The woman in the Beyond the Blue video says the advantages of being the only woman on the SWAT team was that she paved the way for other women to join the quad if they chose to do so in the future. Also she claims it she likes the challenge of proving herself worthy by doing an excellent job and staying physically fit. This could be seen as a disadvantage for some but she seems fulfilled by the work she does despite the obstacles.
Men may feel threatened when women enter male dominated occupations. This is because they are used to being deferred to by women and others, but when a women joins their ranks they are forced to be the submissive ones and this change of roles can feel threatening at first but they adapt. For example, the woman on the SWAT team had a husband that was also a cop and he mentioned getting teased about who wears the pants in their relationship and having to deal with other jokes but he said it’s not so bad.
Men can also gain from women being in the work force. For example, if a male inmate is acting up and a male officer is losing his nerve and is afraid of pulling some macho violent stunt, he can ask his female corrections officer to go in and smooth things over. One woman mentions telling the rowdy inmate that “I’m just a little old girl, come on, don’t hit me, I like my face the way it is.”
Cultural and ideological assumptions create organizations that are structured to rigidly separate the public and private spheres from the workplace. Activities like child birth, child care, sexuality, eating and sleeping, for example, are generally kept completely separate from the workplace. As a result women suffer from this structure because they are typically in charge of the private sphere and employers are not tolerant when issues of the private spheres spill into the workplace (pg.8).
The advantages that women gain by breaking into male dominated occupations, according to the video urging women to join the non-traditional labor-force, said that opportunities are endless since there aren't many women in the field. It is exciting work and pays well and they get a chance to experience different environments. The woman in the Beyond the Blue video says the advantages of being the only woman on the SWAT team was that she paved the way for other women to join the quad if they chose to do so in the future. Also she claims it she likes the challenge of proving herself worthy by doing an excellent job and staying physically fit. This could be seen as a disadvantage for some but she seems fulfilled by the work she does despite the obstacles.
Men may feel threatened when women enter male dominated occupations. This is because they are used to being deferred to by women and others, but when a women joins their ranks they are forced to be the submissive ones and this change of roles can feel threatening at first but they adapt. For example, the woman on the SWAT team had a husband that was also a cop and he mentioned getting teased about who wears the pants in their relationship and having to deal with other jokes but he said it’s not so bad.
Men can also gain from women being in the work force. For example, if a male inmate is acting up and a male officer is losing his nerve and is afraid of pulling some macho violent stunt, he can ask his female corrections officer to go in and smooth things over. One woman mentions telling the rowdy inmate that “I’m just a little old girl, come on, don’t hit me, I like my face the way it is.”
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