On the other hand, a review of demographic data illustrates that the typical woman employed in this field is a white parole or probation officer at the age of 35 years or younger. Moreover, an estimated 72% of women in the community corrections field are parole or probation officers. Nonetheless, as job classifications improve due to review, the number of female employees decreases significantly. With regards to networking and support systems, there is considerable evidence that female employees are mentored by other women in the field who help them to become integrated into the working environment. However, there is a general lack of access to informal networking opportunities for these employees that contribute to several barriers to career development. As a result, there is need to develop and establish such networking systems and opportunities to promote career development.

The author concludes by stating that there is an increase...

I agree with the author's conclusion since the study clearly shows the continued increase in of female workers in this field because of the general increase in the workforce participation by women. This is despite of the tact that minimal efforts and studies have been carried out to expand the parameter of knowledge about women in the community corrections field and workforce. As a result, he identifies the expansion of this knowledge base as the major focus for directing future research and enhancing organizational processes. The knowledge base is also importance because of the 21st Century workforce demands for increased diversity in the work environment.
Reference:

Holland, J.G. (2008, August). The Feminization of the Community Corrections WorkForce.

Corrections Today, 70(4), 44-47.