Female Probation Officers

Abstract

Female probation officers have traditionally experienced their careers differently than their male counterparts, with only a recently growing representation in the field. Historically, female probation officers were valued for their maternal characteristics and were tasked with supervising female and juvenile offenders. However, today female probation officers have been more fully integrated into the probation workforce. As a result, it is necessary to evaluate whether the female probation officer experience is different than the male experience. While there is a limited body of knowledge examining the impact of being a female probation officer, overall the evidence suggests that female probation officers are a unique group of criminal justice workers. The research indicates that female probation officers may have different perceptions, decision‐making patterns, experiences with job stress and satisfaction, and fear of victimization. Further research is needed to examine how being a female probation officer may impact both offender and officer outcomes.

‘Within my work environment I don’t see gender as an issue’: Reflections on gender from a study of criminal justice social workers in Scotland

“…A small number of UK and US studies map what has become referred to as the 'feminisation' of probation in the late 20th century, a term used to describe significant increases in the number of females entering the profession, including across senior roles, and the impacts of these shifts on probation's developing identity, standing and practice (Annison, 2007;Kirton and Guillaume, 2018;Mawby and Worrall, 2013;Zettler, 2019). Annual data produced by the Scottish Social Services Council indicates similar shifts in Scotland.…”

“…Evidence of the impact of changing gender workforce patterns on probation work in the UK and US is mixed, and minimal. Studies show possible but inconsistent indications of differences in decision making, staff perceptions, and experience of stress, fear and job satisfaction (Petrillo, 2007;Zettler, 2019). More significant impacts may be at an organisational level.…”