By Marsha Travis
For Corrections Today
How many male inmates would a correctional officer rather supervise compared to female inmates? The answer often ranges between 50 and 100 males to one female, when corrections professionals are asked. For decades, female offenders have had the reputation of being more challenging, more manipulative, more mentally ill, sicker and generally more difficult. Are they? Absolutely. However, if a practitioner is ready for the challenge, working with female inmates also has an additional attribute - it can be more rewarding.
Preparing to work with incarcerated women is much like any other unknown. An interested individual can read, study, network and attend workshops, along with a host of other academic endeavors, to learn about the differences, but nothing beats on-the-job training and listening to the inmates. In the Davidson County Sheriff’s Office in Nashville, Tenn., there are differences, at the local level, with the way male and female offenders are incarcerated. Although all five facilities within the sheriff’s office operate under the same policy guidelines, the Correctional Development CenterFemale (CDF) has found creative ways to meet policy goals while addressing some of the gender-specific issues and concerns of its population.
In March 2005 the doors to CDF opened, returning 340 female inmates from supervision at a contracted institution to direct oversight by sheriff’s office staff. The management of the facility includes two certified jail managers, one certified corrections manager, one certified master’s social worker, two licensed alcohol and drug counselors, and a staff with numerous years of correctional experience. Certainly the staff have the credentials and experience to manage the correctional population, but many challenges have been encountered and overcome in the delivery of a quality level of care, custody and control.
Issues Began at IntakeCDF does not house every female who is arrested. The system has a centralized booking process in which all arrested individuals are taken to the main booking area. The females who remain after about eight hours are transferred to the facility for dress-out and intake processes. This provides many of the females ample time to bond out or make other arrangements for release prior to being introduced into the jail. In Davidson County’s system, roughly 28 women are arrested on an average day, but only about 15 are actually transferred and processed into the jail on a daily basis.
Upon opening, the facility ensured that all routine intake processes were carried out, such as conducting medical screening, issuing property receipts and guaranteeing appropriate privacy during searches. However, it was not long before the staff realized that working with female offenders brought a host of other issues. The first of the unexpected issues was related to hair. Staff at the men’s facilities never had to deal with hair extensions, which can be used to alter appearances and bartered for other items. After only a few days, it became clear that checking for “fake hair” would be a normal part of the intake process at CDF, and the administration had to determine the course of action upon finding hair extensions on a female offender. The decision finally rests on several factors such as whether the hair is pinned, glued or sewn in. One thing is for certain - this is not a topic typically covered in conference workshops.
The facility soon faced another hair issue. There were a few outbreaks of lice in a short time period. A proactive
approach was needed, and staff determined that intake medical screening would be the best opportunity to address the problem. Lice is not an uncommon problem with male inmates; however, it is far more prevalent in the female population. With lice and other issues such as body jewelry, the staff soon found that extra efforts in early stages prevented bigger problems that would require a fullscale response and staff reaction. Although not specific to the female population, staff learned early on that a proactive approach saved a lot of time and resources.
Housing Considerations
Like many jails, CDF has an intake unit. During the offenders’ stay in this specialized housing unit, staff work diligently to classify and screen the inmates for appropriate placements and referrals regarding security levels, medical and mental health issues, and programmatic functions. The classification staff struggle, often on a daily basis, to meet the housing requirements that will be mandated both in intake housing as well as the remainder of the facility. One of the biggest challenges for classification has been the number of “bottom-level, bottom-bunk” orders issued in the two-tiered facility. At times, more inmates are mandated to a bottom-level, bottom bunk than there is space for them. Many of the inmates must sleep on a bottom bunk for issues such as seizure or pregnancy, and they cannot be housed on an upper tier as a proactive approach to prevent falls on the stairs. At any given time, the facility will have 15 to 30 women who have been placed on a pregnancy protocol. A few will have this mandate removed after tests confirm that a woman is not pregnant, but the medical and jail staff prefer to be safe than sorry until the outcome is certain. Coupled with seizures and other medical issues encountered with the jail population, classification staff have an ongoing struggle to house everyone appropriately and to meet the needs of all.
Security Operations
As mentioned earlier, the same policy statements and guidelines are used throughout the sheriff’s office, but procedures often vary based on facility operations, physical plant or other factors. CDF is no different. All facilities operate by the same set of guidelines and offerings; however, implementation is different. For example, the inmate uniforms assigned to female inmates differ from those given to the male inmates. The male population wears onepiece orange uniforms, while the female population wears a blue two-piece uniform, which allows for more modesty and privacy when using the restroom. The women’s facility is still a jail, and it still has the same goals to accomplish as a male facility, but there are different nuances that make the day-to-day activities distinct.
Two main issues that require different handling are incidents related to uses of force/restraints and the ever-evolving relationship issues among the inmates. Any facility working with female offenders would be wise to consult its medical director for advice on restraints, particularly with pregnant offenders. The sheriff’s office has been able to modify its notification processes and its policy in an attempt to insulate the organization from liability in dealing with the pregnant inmates. Once suspected of being pregnant, an offender is issued a doctor’s order. This order is sent to the security, classification and transportation staff. A copy is given to the inmate as well. This order instructs staff to follow pregnancy protocol with housing and use of restraints.
By far the most challenging issue within CDF has been the relationships that develop “on the inside.” Training that the facility managers received during transition planning made staff aware of relationship issues. However, the topic was presented as a familial concept. Staff were informed that mini-family units would form, especially among those incarcerated for longer sentences. In Davidson County, the main problems have revolved around “girlfriend issues.” Although jail staff do not have an interest in an individual’s sexual orientation, it is the behavior and subsequent problems for which the staff must continuously be prepared. The women continually attempt to manipulate staff into changing their housing assignments, job assignments or programs so they can have contact with their current interest. Unfortunately, staff must spend time sorting through reported stories to try to reach the truth, as an inmate will often fabricate an issue of incompatibility with various inmates in order to be transferred to a housing unit of choice. The offenders often do the same with room assignments. To combat these problems, staff take a hard-line approach to what seem to be minor issues. A request to move out of a unit will often result in a disciplinary report being filed. Also, simply standing in front of another inmate’s cell door will result in disciplinary action. Staff experiences led them to be zealous, as these ruses were devised to further inappropriate jail behavior and passing of contraband. Other valuable operations are sidelined while a staff member deals with the reported information.
Correctional staff are understood to be the biggest asset of an agency, and CDF administration would echo this sentiment. The skills required of a correctional officer working with female offenders include vast amounts of patience and an ability to communicate on a clear and continual basis. One experienced supervisor noted that time spent listening to a female inmate has a much bigger impact on a situation than with males, regardless of the outcome. He said that in many cases, the only answer required is, “I understand.” At that point, he could continue with his request and easily gain compliance.
Other staff members have noted the level of interaction. Male inmates typically shy away from the correctional staff, while female inmates are constantly seeking interaction and feedback. There is a fine line between having custody of an individual and being her caretaker, and it is a constant battle to keep from slipping into a pseudo-parental role. The women tend to be open and communicative with the staff and administration regarding their personal lives and challenges.
By far, the most complaints within CDF revolve around communication issues. CDF security staff have approximately four times the number of complaints filed against them, compared with a similarly sized men’s facility in the system. The majority of the complaints have to do with communication styles and officer interaction. While investigating the complaints, staff often found that inmates mistake being stern for being rude. They complain that staff do not take care of their requests immethately, even in nonemergent situations. Staff do make mistakes and at times mishandle a situation, but not nearly to the extent that the number of grievances reflect when compared with men’s facilities.
Early on, the sheriff’s office made the decision to allow male correctional officers to be assigned to the female housing units. Of course there are specific posts and responsibilities that require a female officer, but the inmates are warned that men will be on the unit and appropriate dress is required at all times. For many of the women, it is an unusual situation to be in the presence of men when they are not being asked to barter themselves, either physically or emotionally, to meet their needs. There have been minimal instances of inappropriate staff/inmate relations, and those incidents were handled swiftly and decisively, leaving no doubt about the commitment of the administration of the sheriff’s office to a professional correctional environment. The benefit is that a positive male role model is present. It is the hope that a subconscious impact is being made, even in this unstructured time.
Programming Considerations
Education specialists with the sheriff’s office report that the male and female populations learn in different ways. As expected, the female population is more collaborative and nurturing; they show impulsivity and are quick to ask for assistance from an instructor or resource provider. “Female learners are very eager; this excitement causes impulsive questions, without thinking the problem through. Many of the lathes lack discipline and structural learning,” said Sybil Pruitt, an instructor in the sheriff’s office. “Women feel comfortable with their classmates and teacher in asking questions during class. The women do not mind helping each other in class, and this gives the student a sense of esteem.” Pruitt added that those with more extreme learning deficiencies are reluctant to ask questions, but they are willing to approach her confidentially to discuss the problem.
The male population served by the same educators seems to be more apt to work in a quiet and calm environment, minimizing assistance from others regardless of whether the assistance comes from teachers or peers. The male offenders maximize their independence and often view asking questions as a sign of ignorance. It is also noted that the male population will accept assistance from a teacher far more readily than from a peer; the females will readily collaborate regardless of the source.
Offering programs and education through computerbased instruction was found to be the most effective for the incarcerated population in general. The computers are equipped with headphones, so they address the learning styles for all learners - visual, auditory and kinesthetic. Traditional instruction of large groups, similar to typical school environments, has been the least effective in meeting the needs of the incarcerated population.
Barriers exist in developing programmatic offerings for the female population, especially at a local level when compared with the prison population. For many female jail inmates, learning is a low priority and much anxiety about other issues override the desire for an education. Problems from the “outside” do not go away once the women are incarcerated, especially problems related to their children, such as who will now be their caregiver, possible loss of custody and visitation opportunities. Typically, arrest and incarceration are not planned events. In addition, anxiety over their impending criminal case as well as the other typical jail inmate concerns, such as relationship issues, economic issues and health concerns, detract from the focus on learning. Until those issues become more settled and the immethate future and status is known, the female jail inmate is on a rollercoaster of uncertainty. This uncertainty impacts their mood and receptiveness to learning opportunities that staff and volunteers can provide.
To combat and overcome these barriers, the programming staff have become creative in the available activities and offerings for the female population. It is not uncommon to see inmates performing a skit they have written, creating a collage of who they are becoming, or doing yoga as a form of meditation. A creative song or poem is commonplace in the many graduations that are held to celebrate accomplishments. A peer-led book study or daylong workshops and retreats led by volunteers are no longer unusual; they are expected. Having a large volume of choices allows every inmate to find something she can use. Many of the program offerings have areas that overlap, such as information about health, spirituality and readiness skills, but all programs have one consistent component - a focus on how to implement the newly learned skills upon release. CDF is a short-term facility with a focus on returning individuals into the community in better shape than when they arrived.
Caring and Concern
Challenging. Nerve-racking. Difficult. All are terms that can describe the work in a women’s correctional institution. But so are rewarding, inspiring and uplifting. This type of work is not for the weak, neither is it for the uncompromising. Female inmates bring the same challenges as male inmates, but those problems are compounded with issues that continue to affect women today. In numerous years of correctional experience, most staff members do not encounter the amount of unique situations requiring special handling that the women bring to the facility on a weekly, and sometimes daily, basis. The best practitioner in a female facility is part psychologist, social worker, advocate, teacher, role model, officer and case manager all rolled into one person. However, the one constant attribute is caring. With a little caring and concern, anyone can figure out the rest.
About the author
Marsha Travis, CJM, CCM, is assistant administrator of the Correctional Development Center-Female in Nashville, Tenn. She is currently a member ofACA’s Delegate Assembly and a commissioner for the American Jail Association’s Jail Manager Certification Commission.
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