Pick one aspect of the criminal justice system that was discussed in the lesson and readings: policing, courts, or corrections. Discuss one deficiency within your chosen area and how you would improve that deficiency. Why did you choose this particular deficiency? REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE QUESTION AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 125 WORDS EACH)                                                      CLASSMATE’S POST The criminal justice system within America has its pros and cons, just like all other criminological systems around the world. The downfalls of any system are deemed as deficiencies. These deficiencies are seen through all sectors of the American penal system from policing, courts, and correctional system. The issues pertaining to women and minorities that presented with the correctional system within the United States is monumental. These deficiencies that create problematic situations that affect the officers, inmates, and governmental officials or private owners of such institutions. Institutions lack hiring women and minorities, lack to provide equal opportunity of employment for female officers, and the purpose of them supervising female prisons. Therefore, the indirect result can be when the people question the system by providing evidence that the punishment systems may be in violation of human rights conventions or incapable of being equitable. The Criminal Justice system has different influential and impressionable factors that change the process in which correctional staff are hired. If the Criminal Justice system fails to interest those people in which the system seeks to hire, then the functionality of the criminal justice system diminishes as well. Criminologist have argued for decades about how correctional officers are hired. Numerous criminologists believe that one’s physical demographics (i.e., sex, age, race, ethicality) is the greatest influence on the employment opportunities one may encounter within the Criminal Justice System of America. Minorities and women within today’s correctional system are faced with a constant uphill battle when compared to their white and male counterparts. Unfortunately, physical demographics influence the employment and career opportunities of minorities more significantly than whites within the criminal justice system. The nation’s correctional officers are predominately white males between the ages of 18 to 21 years (Ross, 2016, pp. 196). One of the methods to combat discrimination is that of Title VII which is the 1972 amendment. This amendment indicates that it is illegal to hire and fire any individual based on their race and or sex in conjunction to any other demographic (Ross, 2016, pp. 196). The goal of creating a workforce which is vastly diverse allocates for the corrective measures to reverse the impacts of previous racial and sex-based acts of discrimination (DiMarino, 2009). The federal prisons within the United States must consider the .

1. Pick one aspect of the criminal justice system that was
discussed in the lesson and readings: policing, courts, or
corrections. Discuss one deficiency within your chosen area and
how you would improve that deficiency. Why did you choose
this particular deficiency?
REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE
QUESTION AND EXPLAIN WHY YOU AGREE? (A
MINIMUM OF 125 WORDS EACH)
CLASSMATE’S POST
The criminal justice system within America has its pros and
cons, just like all other criminological systems around the
world. The downfalls of any system are deemed as deficiencies.
These deficiencies are seen through all sectors of the American
penal system from policing, courts, and correctional system.
The issues pertaining to women and minorities that presented
with the correctional system within the United States is
monumental. These deficiencies that create problematic
situations that affect the officers, inmates, and governmental
officials or private owners of such institutions. Institutions lack
hiring women and minorities, lack to provide equal opportunity
of employment for female officers, and the purpose of them
supervising female prisons. Therefore, the indirect result can be
when the people question the system by providing evidence that
the punishment systems may be in violation of human rights
conventions or incapable of being equitable.
The Criminal Justice system has different influential and
impressionable factors that change the process in which
correctional staff are hired. If the Criminal Justice system fails
to interest those people in which the system seeks to hire, then
the functionality of the criminal justice system diminishes as
well. Criminologist have argued for decades about how

2. correctional officers are hired. Numerous criminologists believe
that one’s physical demographics (i.e., sex, age, race, ethicality)
is the greatest influence on the employment opportunities one
may encounter within the Criminal Justice System of America.
Minorities and women within today’s correctional system are
faced with a constant uphill battle when compared to their white
and male counterparts. Unfortunately, physical demographics
influence the employment and career opportunities of minorities
more significantly than whites within the criminal justice
system. The nation’s correctional officers are predominately
white males between the ages of 18 to 21 years (Ross, 2016, pp.
196).
One of the methods to combat discrimination is that of Title VII
which is the 1972 amendment. This amendment indicates that it
is illegal to hire and fire any individual based on their race and
or sex in conjunction to any other demographic (Ross, 2016, pp.
196). The goal of creating a workforce which is vastly diverse
allocates for the corrective measures to reverse the impacts of
previous racial and sex-based acts of discrimination (DiMarino,
2009). The federal prisons within the United States must
consider the vast number of different issues while employing
individuals. The increase in the overall number of recruitments
of female and minority officers can be denoted by the exertions
conducted by the institution’s hiring committees. These
exertions are made through job fairs, advertisements, and
conducting recruitment events through community oriented non-
profit groups (DiMarino, 2009). Although these efforts are made
daily, it can be concluded that the correctional system indeed
employs more male officers than females at the ratio of 2:1.
The solutions that allocate for a higher female presence prompts
facility to improve the training methods of all their officers.
These new training methods include gender specific training
efforts which would provide women with the education to
obtain positions of leadership (Winters, 2014). Consequently,

3. the equality for women within corrections can be assertively
advocated for surrounding community through major gender
equality movements. These movements are concerned with the
economic, political, ethical, and moral actions of equally hiring
correctional staff of any demographic. These resolutions are
increasing the education that is delivered through sophisticated
training sessions that understand the “big picture” of today’s
correctional system (Farkas, 2001).
References:
DiMarino, F. (2009, June 1). Recruiting Minority Employees in
Corrections. The Corrections Connection.
https://www.correctrions.com/articles/21076-recruiting-
minority-employees-in-corrections
Farkas, M. A. (2001). Correctional Officers: What Factors
Influence Work Attitudes? Corrections Management Quarterly,
5(2), 20-26.
Ross, J. I. (2016). Key Issues in Corrections. Policy Press, pp.
195-207
Winters, R. (2014, July 14). Understanding and Enhancing the
Value of Female Corrections Professionals. The Corrections
Connection.
http://www.corrections.com/news/article/36734-understanding-
and-enhancing-the-value-of-female-corrections-professionals