1Lack of Staff Diversity in Prison

Lack of Staff Diversity in Prison

Denise A. Hall

Eastern Kentucky University

2Lack of Staff Diversity in Prison

Introduction

In our society today, prison staff are often faced with a great deal of obstacles. Among

these obstacles exists the issue of diversity. Within this culture, there appears to be a lack of

diverse staff employed within prisons across the United States. This diversity issues causes a

disproportionate imbalance between staff and the many minors housed in prisons. When

diversity related issues are not addressed by the leadership, the staff morale, safety, and security,

within the prison is often challenged. This can cause a stressful work place and huge “over-head”

due to the inability to retain quality staff. Diversity involves the ways in which an individual

perceives himself, and how the individual perceives others. Therefore, diversity among staff

encompasses age, gender, race, personality, ethnic group, education, and so much more.

Additionally, the way an individual perceives something or someone can affect the way they

interact with each other. The leadership of the prison should always make it a priority to address

the staff issues of diversity and communication to ensure that the working environment is stress-

free, adaptable, and successfully. The most successfully prisons are willing to deal with staff

diversity issues by recognizing the need for trainings, resources, seminars, and communication to

properly manage diversity related issues in the prison.

Existing Problems

There are approximately 13,000 state and federal prisons in the United States. The

Missouri Department of Corrections indicates they constantly are reminded that “Approximately

50 percent of all people incarcerated or under some form of supervision are people of color. Yet

3Lack of Staff Diversity in Prison

most of the individuals responsible for custody, supervision, or support functions within

corrections are of the majority race.” (Braun, McKinney 1995). The question then becomes,

Why isn’t a comparable diversity in the corrections workforce?” Their response is, “We can’t

find qualifies minority applicant or minority women.”

The Illinois Department of Corrections explains that they have recently experienced a

huge number of adult incarcerated that are unemployed, uneducated, and have mental health

issues. Among these individuals are the majority minorities. This Department has recognized

the need to make changes within their organization by stating, “The increase the numbers of

offenders in our detention centers, jails, and correctional centers has resulted in similar problems

for correctional professionals. The number of illiterate and unemployed continues to increase

among the offenders population. Individuals committed to the correctional system are

increasingly experiencing serious emotional and healthcare problems which often include severe

alcohol and substance abuse. This fact presents a variety of issues that affect employees and

inmates. Unless there are systems in place to deal with the issue, it may not get the attention and

focus it demands.” (Peters, 1994).

The mere fact that diversity related issues in the workplace is actually exist is evident.

For example, in 1971, there was a huge riot at Attica Prison. It was later discovered that much

of the riot exist due to tensions because a predominately Caucasian prison staff was overseeing

the prison population of which the majority of the inmates were African American and Hispanic.

“Cultural differences and lack of understanding among the correctional force were cited as

primary grievances among rioting prisoners, and subsequent investigations conformed that these

issues were indeed a precipitating factor in the riot and a legitimate problem in management of

prisons (Irwin 1980, Kramer 1991).

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Implementation

Having a cultural diverse staff in a prison promotes an atmosphere of cohesion and

collaboration among the workforce. The inmates can be recipients of this culture, therefore

reducing the possibility of workplace stress and potential rioting. When inmates feel they are not

treated fairly, the outcome can become violence towards each other and staff.

It has been argued that active management of racial diversity in the workplace is

necessary (Cox, 1994; Cox and Blake1991: Kramer 1991). Training staff regarding diversity

could assist with communication and anxiety about working with multicultural coworkers.

Additionally, the recruitment of quality employees is essential. The Department of

Illinois states, “The Department of Corrections is required to have a full-time affirmative action

officer and an annual affirmative action plan. This plan, among other things, establishes the goals

relating to the employment of minorities for The Department of Corrections.” (Peters, 1994).

Conclusion

The overall success of a prison is dependent on its ability to have a safe, secure, and

diverse working environment. “Linguistic skills and cultural sensitivity are extremely important

in the jail intake process, where language and cultural understanding may ensure the personal

safety of staff and inmates. These concerns are changing staff development policies and

broadening traditional basis for recruitment. With large numbers of prisons who are members of

minority groups, jails must increase staff diversity. Jail administrators must develop a workforce

that reflects our national community (Camp, Saylor, and Wright, 2001). With this said, the more

we make it a priority to know and understand each other, the better we can work together and

make positive connects with one another in the workplace.

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References

6Lack of Staff Diversity in Prison

Blake. S., Cox, T.H. (1991). Managing Cultural Diversity: Implications for Organizational

Competitiveness. Academy of Management Executive 5 (3): 45-56.

Braun. P.J., McKinney, A.G.(1995).Facing Tomorrow today-Diversity and Staff

Development in Corrections. Corrections Today, 57(3) 101-108.

Camp, S. D., Saylor, W. G., and Wright, K. N. (2001). Racial Diversity of Correctional

Workers and Inmates: Organizational Commitment, Teamwork and Worker Efficacy in

Prisons. Justice Quarterly, 18(2).

Irwin, J.(1980). Prisons in Turmoil. Boston: Little and Brown.

Kramer, R. M.(1991). Intergroup Relations and Organizational Dilemmas: The Role of

Categorization Processes in Research in Organizational

Behavior. Greenwich, CT: JAI Press. 191-228

Peters, H.A. (1994). The Illinois Department of Corrections: Educational Commitment to

Minority Issues. Journal of Correctional Education, 4(2), 108-110.