It is the responsibility of leaders at every level to ensure a healthy and safe jail or prison culture. The retention problem in corrections is fundamentally a cultural problem. Corruption affects everyone, and its impact is felt by innocent, honest, hardworking staff members who do not deserve the negative stigma. Corruption is not limited to correctional officers — it includes all employees, such as administrators, teachers, counselors, librarians, maintenance workers and others.
A case study in corruption: Rikers Island
On June 1, 2007, Captain Sherman Graham and Assistant Warden Gail Lewis were arrested for covering up an assault on an inmate at Rikers Island. The assault occurred in front of 15 correctional academy recruits in training. Afterward, Graham ordered the recruits to write in their use of force witness reports that Graham assaulted the inmate in self-defense after the inmate punched him. Lewis, Graham’s supervisor, failed to intervene and also submitted a false Use of Force report.
Charges against Captain Graham included 16 counts of falsifying business records, 16 counts of offering a false instrument for filing in the first degree and 16 counts of official misconduct. Assistant Warden Lewis faced similar charges. The investigation began after an anti-corruption presentation at the academy in October 2006, the day before graduation, prompted a tip. Both Graham and Lewis were found guilty on all charges by a Bronx jury on May 14, 2012.
Failure in leadership
Ethical behavior is expected from every officer, especially those in supervisory positions. The Rikers Island case demonstrates how easily new officers’ ethical standards can be compromised by toxic leadership. Altering their ability to distinguish between right and wrong, legal and illegal, undermines the foundation of a positive culture.
A toxic leader creates a hostile and intimidating environment, leading to frustration and burnout among staff. Morale and productivity suffer, trust erodes, and the organization’s culture can be crippled. Young correctional officers deserve a solid foundation for success, built through proper training and support.
How a negative culture can change a person
Correctional officers operate in an environment steeped in negativity. External and internal pressures may push some officers to cross the line from law-abiding to law-breaking. Acts of corruption are often influenced by environmental factors such as threats of physical harm, working with disgruntled staff, or feeling unappreciated by administrators.
Negative culture also fosters fear of retaliation, which deters employees from reporting misconduct. Retaliation may include denied promotions, unwanted transfers, or shift changes. This culture of fear discourages accountability and perpetuates corruption.
Corruption causes stress among the ranks
Violence is a widespread issue in corrections, with the average officer being attacked twice during their career. Approximately 35% of these attacks result in serious injuries. Corruption adds to the stress of an already demanding job. A subculture of unethical staff who intimidate honest employees to remain silent further complicates matters.
Honest officers often leave the profession, seeking a cleaner agency or a new career altogether. Supervisors must be trained to manage corruption and support staff, while human resources must assist in addressing these issues. A strong ethics program and enhanced training are vital to equip officers to overcome the fear of retaliation.
Positive leadership
Leadership sets the tone for an organization. Ethical behavior at the top encourages ethical behavior throughout the agency. When everyone promotes integrity, misconduct is easier to identify and eliminate. Positive communication and mutual trust between staff and leadership are crucial for success.
Combating corruption
To eliminate corruption in corrections, agencies must adopt a zero-tolerance approach. This starts with leadership and extends to all levels of staff. In-depth training on ethics should cover topics such as the dangers of contraband, strategies to avoid inmate manipulation and the consequences of inappropriate relationships.
Protecting honest, hardworking correctional officers and civilian staff is a moral obligation. By fostering a culture of integrity and accountability, agencies can address corruption and support their employees.
