Introduction
The law and criminal justice occupations are traditionally male-dominated, and this has caused several issues for female professionals, including gender discrimination, pay disparities, sexual harassment, and the underrepresentation of minorities. This research examines the challenges faced by women in law and criminal justice occupations, including the use of force, physical ability, work-life balance, and promotions. It also provides insights into overcoming these challenges and creating a more equitable and supportive workplace environment for women in the law and criminal justice professions. Ultimately, with the right policies and a heightened commitment to gender equality, women in law and criminal justice occupations can continue to make significant strides toward achieving greater parity with their male counterparts.
Gender Discrimination
Gender discrimination remains prominent in many industries, including law and criminal justice occupations. As per Luo et al. (2019), women are a minority within these fields and often experience discrimination based on their sex. This discrimination can manifest in multiple ways, from hiring practices to pay disparities (Luo et al., 2019). Research has shown that in hiring practices, women often face additional barriers to securing a job in law and criminal justice occupations (Luo et al., 2019). Another study by Gibbs (2019) noted that women are often passed over for positions due to their gender, and even when hired, they may receive less pay or have fewer opportunities for advancement due to their sex (Gibbs, 2019). Additionally, the study discovered that women may be subject to sexual harassment or other forms of discrimination on the job.
Pay disparities are also an issue for female law and criminal justice professionals. Luo et al. (2019) noted that women often earn less than their male counterparts, even when they have the same qualifications and experience. The research identified various factors, including gender bias in the hiring process, unequal access to career advancement opportunities, and the prevalence of lower-paying roles for women in the industry, as contributing to the wage gap (Luo et al., 2019). Finally, the environment in the law and criminal justice professions can be hostile to women. This is illustrated by a review by Gibbs (2019), claiming that women may be subject to inappropriate comments or behavior from colleagues, supervisors, and defendants. Additionally, the job’s physical demands may be challenging for women due to their diminutive stature or other physical differences. Female professionals may also be less likely to receive support from their peers, as many of the roles in the law and criminal justice fields are traditionally held by men.
Sexual Harassment
Sexual harassment is among the central concerns that plague many women in law and criminal justice occupations, particularly those working in male-dominated fields. Carrington et al. (2020) discuss several forms of sexual harassment, including inappropriate language, unwanted physical contact, and sexual advances. Sometimes, this harassment can be subtle, making it challenging to identify. However, it can leave a lasting impression on victims, leading to feelings of fear, anxiety, and depression (Carrington et al., 2020). In my experience, sexual harassment has been a pervasive problem in law and criminal justice occupations and needs to be addressed.
Several steps can be taken to address sexual harassment in the workplace, as seen in various studies. The first is to create a culture of respect and open communication, a solution proposed by Carrington et al. (2020). This entails having clear policies to ensure that everyone is aware of what constitutes acceptable behavior and providing avenues for reporting any harassment. Furthermore, it is essential to ensure adequate systems are in place to investigate and respond to any allegations of sexual harassment (Carrington et al., 2020). Finally, it is crucial to support victims of sexual harassment in the workplace. According to Gibbs (2019), this can include providing counseling and other resources to help them cope with the trauma they have experienced. Moreover, research has depicted that employers should be willing to take disciplinary action against those who have engaged in harassing behavior. By taking these steps, workers can promote a workplace environment free from sexual harassment and provide a safe and supportive environment for all employees.
Underrepresented
Women are underrepresented in law and criminal justice occupations, particularly in higher-ranking positions. While the number of women in these fields has increased over the last few decades, they are still vastly outnumbered by men, especially in positions of power. According to the Bureau of Justice Statistics, women accounted for just 31.8 percent of police officers, 19.2 percent of federal judges, and 26.8 percent of correctional officers in 2019 (Diaz & Nuño, 2021).Women are significantly underrepresented in positions of authority within law enforcement, such as police chiefs, sheriffs, and district attorneys. Although women are now more likely to pursue higher education and professional degrees in fields related to law and criminal justice, they are still less likely to apply or be accepted for these advanced positions.
In addition to being underrepresented in numbers, women in law and criminal justice occupations also face several other barriers. For example, according to Diaz & Nuño (2021), many women experience gender-based discrimination and harassment in the workplace, ranging from subtle forms of bias to explicit and overt sexism. Women are also often overlooked for promotions and opportunities for advancement, and when they do receive promotions, they are usually paid less than their male counterparts (Diaz & Nuño, 2021). Moreover, women in law enforcement and criminal justice positions often face unique challenges and risks, such as sexual assault and violence from suspects, inmates, and other officers.
Despite the many challenges women in law and criminal justice face, there have been some positive developments in recent years. There has been an increase in the number of women in these fields, particularly in higher positions of power. Diaz & Nuño (2021) concluded that many organizations are actively working to promote gender equality and combat discrimination (Diaz & Nuño, 2021). For example, the National Organization of Black Women in Law Enforcement was founded in 2016 to empower and support women of color in the field. Additionally, many organizations offer mentorship, professional development, and networking opportunities for women in law and criminal justice occupations.
Minorities
There exists a gender gap when it comes to women of color in law and criminal justice occupations. Yu (2020) outlined some statistics on women of color in the work environment. They found that they are significantly underrepresented in these professions, making up just 8.7% of police officers and 4.7% of sheriffs’ deputies in 2018. African American women are especially underrepresented, comprising merely 2.6% of police officers and 1.2% of sheriff’s deputies in 2018 (Yu, 2020). The lack of diversity in law and criminal justice occupations is a problem for many reasons. Furthermore, this was supported by a study by Gibbs (2019), who claimed that women of color are often better equipped to handle specific cases, particularly those involving victims and perpetrators of color, as they are more likely to understand their experiences and perspectives (Gibbs, 2019). Additionally, the presence of women of color in these positions can serve as a source of inspiration to other women of color considering careers in law and criminal justice.
Use of Force
The use of force is an integral part of law enforcement and criminal justice occupations, particularly when it comes to women working in these fields. Female deputy sheriffs or other officials in the crime and justice field have been trained to use appropriate force to protect themselves, other officers, and the citizens they serve. However, they must be aware that power can disproportionatelyimpactwomen, and they must use it judiciously. A review done by Boxer et al. (2021) claimed that it is essential to understand that women may face heightened levels of physical risk when using force. This is because women are generally physically weaker than men, and their lower levels of strength can put them at a disadvantage when attempting to subdue an offender. Furthermore, women may be more vulnerable to physical abuse, such as sexual assault, when trying to restrain or apprehend an offender. Therefore, I must understand these risks and use reasonable force to minimize potential physical harm.
Second, it is essential to understand the psychological impact of using force on women. Women may experience greater fear, anxiety, and trauma when using force, which can lead to more significant stress and burnout. Therefore, workers must be aware of the psychological effects of using force and take steps to minimize the potential for psychological harm (Boxer et al., 2021). Finally, it is essential to understand the social implications of using force for women in law enforcement and criminal justice occupations. Gibbs (2019) supports this aspect, suggesting that women may be subject to greater scrutiny and criticism when using power, leading to increased stress and criticism from their peers and the public. Therefore, I need to be aware of the potential for negative social repercussions and take steps to minimize the potential for social harm.
Physical Ability
Regarding physical ability, women in law and criminal justice occupations often face unique challenges. For instance, many jobs require employees to enter dangerous situations, often involving physical confrontation (Aiello, 2019). This can present a challenge for female officers since the physical strength of men is, on average, greater than that of women. Moreover, because of the physical nature of these occupations, women are often faced with the potential for gender-based discrimination. As a result, female officers must often demonstrate their physical ability to a higher standard than their male counterparts to prove they are up to the task.
Fortunately, several measures are in place to help ensure that female officers are not disadvantaged due to their gender. For instance, no specific standards must be met to qualify for law enforcement and criminal justice positions (Aiello, 2019). These standards are designed to ensure that all officers have the physical ability to handle the rigors of the job (Gibbs, 2019). Additionally, women can now access the same training and equipment as men, allowing them to better prepare for any situation. Physical ability is not a barrier to success for women in police departments because there are a variety of roles and duties in police departments that do not require physical strength. According to research by Donohue (2020), women can excel in many roles, including administrative, detective, or community outreach. Women can be found working as police officers, and they can often succeed in this demanding role through their knowledge and training.
Home and Work Balance
The idea of a woman in a traditionally male-dominated field such as law enforcement can be daunting, but it is becoming increasingly more accepted. One finding in this aspect is that women who choose to pursue a career in law enforcement often face unique challenges in balancing their work and home life (El Sayed et al., 2019). This is especially true for women who choose to become Deputy Sheriffs. As Deputy Sheriffs, women are often required to work long hours, often with little to no flexibility in their schedules. This can be especially difficult for women to manage their home responsibilities.
Establishing a solid support system is the most crucial way for Deputy Sheriffs, or any female law enforcement officer, to balance their home and work life. Having a reliable support system can help law enforcement women cope with the stress of their job and provide them with the time and space to manage their home responsibilities (El Sayed et al., 2019). For example, having a partner willing to take on additional household responsibilities when the Deputy Sheriff works long hours can be accommodating. Additionally, having a network of friends and family ready to provide emotional support can help reduce the stress and anxiety of the job (Gibbs, 2019). Another way for Deputy Sheriffs to manage their home and work balance is to make sure they carve out time for themselves. This means exercising, reading, or spending time with friends and family.
Promotions
Female officers, detectives, and agents have worked hard to prove their worth and have been steadily increasing in numbers for decades. Promotions concerning women in law and criminal justice occupations had come a long way since the late 1960s and early 1970s, when women entered the field (Yu, 2018). Despite these advances, women in law and criminal justice occupations still face unequal wages, fewer promotional opportunities, and higher rates of sexual harassment (Yu, 2018). Although women often perform the same duties as their male counterparts, they are often passed over for promotions in favor of men. Women are also less likely to receive merit-based pay raises than their male counterparts (Yu, 2018). Additionally, women in these fields are more likely to experience sexual harassment than men, which can further inhibit their career prospects.
Despite these challenges, more women are becoming involved in law enforcement and criminal justice occupations. With increasing numbers of female officers and agents, women’s promotion odds in these fields are improving. Furthermore, many police departments and agencies have begun to ensure that women are treated fairly and given the same opportunities to advance as men (Gibbs, 2019). For example, some departments have implemented gender-neutral promotional policies and measures to ensure women are not subjected to discrimination or harassment. Moreover, more police departments are now taking proactive steps to increase the number of women in their ranks.
Conclusion
Women in law and criminal justice occupations still face many challenges, from gender discrimination and pay disparities to sexual harassment and a lack of representation in positions of power. However, the situation is improving with increasing numbers of female officers and agents and the implementation of measures to ensure fair treatment and promotion opportunities. Women in these fields must continue to fight for their rights and be willing to speak up when they experience discrimination or harassment. With continued progress, women in law and criminal justice occupations can work towards a more equitable, safe, and supportive workplace.
References
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