Sensitivity to Status-Based Rejection: Implications for Female and Minority Criminal Justice Majors

• Published date: 01 April 2022
• Author: Wendi Pollock,Natalia D. Tapia,Christopher Kelly
• Date: 01 April 2022
• DOI: 10.1177/2153368719885434
• Subject Matter: Research Note

Research Note

Sensitivity to Status-Based

Rejection: Implications

for Female and Minority

Criminal Justice Majors

Natalia D. Tapia

1

, Wendi Pollock

2

,

and Christopher Kelly

3

Abstract

Now more than ever, criminal justice agencies are looking to fill their ranks with a

diverse workforce that reflects the populations they serve. Criminal justice is a field

where diversity matters, is encouraged, and is sought after in recruitment efforts.

Also, research shows that females are highly effective in this discipline due to their

unique communication skills. Therefore, it is important for females and minorities to

feel they are welcomed and belong in those agencies. This article explores how

perceptions affect the employability of women and people of color. Exploring their

level of confidence or anxiety about their future ability to adapt to their work envi-

ronment could offer insights on how to better support criminal justice students and

on how to help agencies to better integrate and maintain diversity in their organiza-

tions. This study examines criminal justice students’ sensitivity to status-based

rejection. Specifically, college students in the field of criminal justice were surveyed

regarding their anxieties and beliefs about how others’ perceptions of their status

(gender, race, and/or ethnicity) might affect their professional careers. Results suggest

that while females of all races and African American students of any gender are sig-

nificantly more likely to be concerned about the potential for status-based rejection

when employed, or trying to become employed, in the field of criminal justice, female

Hispanic students are concerned about the combined effects of their race and gender

on their future careers. Policy implications are discussed.

1

Justice, Law and Public Safety Studies Department, Lewis University, Romeoville, IL, USA

2

Department of Social Sciences, Texas A & M University Corpus Christi, TX, USA

3

McCourt School of Public Policy, Georgetown University, Washington, DC, USA

Corresponding Author:

Natalia D. Tapia, Justice, Law and Public Safety Studies Department, Lewis University, One University

Parkway, Romeoville, IL 60446, USA.

Email: tapiana@lewisu.edu

Race and Justice

ªThe Author(s) 2019

Article reuse guidelines:

sagepub.com/journals-permissions

DOI: 10.1177/2153368719885434

journals.sagepub.com/home/raj

2022, Vol. 12(2) 431–\ 447

Keywords

race, class, and gender articualtion, criminological theories, stereotypes,

criminological theories, race and public opinion, bias in the criminal justice system,

African/Black Americans, race/ethnicity, Latino/Hispanic Americans, employment

Policing, law, and corrections have traditionally been occupations represented pri-

marily by White males (Gibson, 2018; Hassell & Brandl, 2009; Nicholas, 2013;

Payne-Pinkus, Hagan, & Nelson, 2010; Thurston, 2019). The need for the presence of

diversity among criminal justice practitioners is essential (Wilson & Wilson, 2014).

Many arguments have supported the advantages of a diverse workforce in the field. It

has been suggested that organizations would better serve the public if they reflected

the demographic characteristics of the individuals whom they serve (Meier &

Nicholson-Crotty, 2006; Schuck, 2014). Policies of ethnic diversification may have

the potential to reduce ongoing tensions and foster tolerance in ethnically under-

represented communities, whose cultural backgrounds are different from those in

political power (Weitzer & Hasisi, 2008). Diversity promotes fairness and trust,

encourages citizen support and cooperation with the system of justice (Hassell &

Brandl, 2009). Research has also shown that women tend to be less confrontational

than men, receive fewer complaints, excessive force liability lawsuits, and allegations

of excessive force (Horne, 2014; Nicholas, 2013; Schuck & Rabe-Hemp, 2007). As a

consequence, it makes sense for criminal justice agencies to continue to recruit

minorities and women as well as create a work environment that is attractive to and

supportive of them (Bergman, Walker, & Jean, 2016; Hassell & Brandl, 2009).

Despite continuous efforts to increase the diversity of their workforce, women and

racial minorities are still underrepresented in the fields of policing, law, and correc-

tions (Gibson, 2018; Hickman & Reaves, 2006; Kay, Alarie, & Adjei, 2016; Payne-

Pinkus et al., 2010; Schuck, 2014; Stroshine & Brandl, 2011). Research indicates that

agencies have made minimal progress in recruiting more women (Cordner & Cordner,

2011; Langton, 2010; National Center for Women & Policing, 2002). For example,

even though women and minorities now enter America’s largest law firms in growing

numbers, relatively few are retained through the first decade of practice to join these

firms as partners (Hagan & Nelson, 2010; Payne-Pinkus et al., 2010). Outsider status

causes women and minorities to experience a number of challenges on the job such as

discrimination, harassment, and greater levels of psychological and physical stress

compared to their White, male counterparts (McCarty, Zhao, & Garland, 2007).

Perceptions of inequality at work may be an important reason that deters some women

and minorities from seeking employment in the field in the first place (Hassell &

Brandl, 2009). This study explores how student’s perceptions might affect whether

they apply for criminal justice jobs and their expectations once they enter the work-

force. We conducted a survey to explore sensitivity to status-based rejection among

female and minority criminal justice majors, which will expand on the research by

Mendoza-Denton, Downey, Davis, Purdie, and Pietrzak (2002). They proposed a

432

Race and Justice 12(2)