A Token for Your Thoughts? Perceptions of Tokenism Among Female Corrections Executives

Abstract

The increasing number of women corrections executives indicates improvement in their opportunities for career advancement. This article examines the perceptions of women in corrections supervisory and management ranks regarding their opportunities for continuing upward mobility, whether they or their peers view them as tokens and whether those views may impact their decisions to pursue promotion up to and including wardens or corrections administrators. Based on surveys and interviews with members of the Association of Women Executives in Corrections, this study found that most women felt promotional opportunities were equally available for men and women. The women did not report feeling the isolation associated with tokenism, but they did report feeling high levels of visibility. Despite facing aspects of tokenism, they were not deterred from seeking advancement, and they noted that each subsequent promotion after the first one presented fewer problems for them and for their organizations.

Board Capital and Firm Performance

“…The Malaysian government's affirmative action in appointing directors causes severe scrutiny, gender stereotypes, and evaluation bias. Tokenism impedes the board's contribution to improving firm performance [58,59]. When the interlocking directorates share the same operating environment, the board ties cause similarities in firms that promote imitation, which is unlikely to improve firm performance [60].…”