IN CONFLICT WITH THE STATISTICAL OVERREPRESENTATION OF BLACKS AS PERPETRATORS AND VICTIMS OF CRIME, BLACKS ARE SERIOUSLY UNDEREMPLOYED IN CRIMINAL JUSTICE CAREERS. THUS, THE POSSIBILITY OF AGGRESSIVE EEO ENFORCEMENT IN THE NEAR FUTURE MUST BE CONSIDERED. VIABLE ENFORCEMENT PROVISIONS ARE INCLUDED IN THE CIVIL RIGHTS ACTS OF 1964-65 UNDER TITLE VI. HOWEVER, THERE ARE MANY OBSTACLES TO EEO ENFORCEMENT. MUCH OF THE INCREASED RESISTANCE STEMS FROM OPPOSITION TO THE AFFIRMATIVE ACTION FEATURE OF EEO PLANS THAT REQUIRES CLEARLY DELINEATED GOALS AND TIMETABLES FOR INCREASING MINORITY AND FEMALE EMPLOYMENT. IN ADDITION, INSTITUTIONALIZED PROCEDURES FOR PERSONNEL RECRUITMENT, SELECTION, AND PROMOTION ARE SERIOUS OBSTACLES TO INCREASED MINORITY EMPLOYMENT IN CRIMINAL JUSTICE. BLACKS ARE ELIMINATED FROM CRIMINAL JUSTICE JOB SELECTION PROCESSES BY EMPLOYEE-SCREENING INSTRUMENTS, ESPECIALLY WRITTEN EXAMINATIONS AND BACKGROUND INVESTIGATIONS. SENORITY ALSO CONSTITUTES AN OBSTACLE BECAUSE BLACKS GENERALLY HAVE LESS SENIORITY THAN WHITES AND ARE THE FIRST TO BE LAID OFF DURING ECONOMIC RECESSIONS. BUT RELUCTANCE OF RESPONSIBLE AGENCIES TO AGGRESSIVELY CARRY OUT THEIR EEO ENFORCEMENT MANDATES IS THE MAJOR OBSTACLE TO INCREASED MINORITY EMPLOYMENT. BECAUSE OF INADEQUATE STAFF AND ADMINISTRATIVE ORGANIZATION, EEO DELEGATES ENFORCEMENT RESPONSIBILITIES TO OTHER FEDERAL AGENCIES, INCLUDING THE LAW ENFORCEMENT ASSISTANCE ADMINISTRATION (LEAA). LEAA'S OWN CIVIL RIGHTS STANCE, HOWEVER, DISCRIMINATES AGAINST MINORITIES AND WOMEN WITH ITS WORKFORCE STATISTICALLY UNDERREPRESENTED BY THESE GROUPS. THEREFORE, AGGRESSIVE ENFORCEMENT OF EEO POLICIES WILL BECOME A TOP PRIORITY ISSUE ONLY WHEN MINORITIES AND WOMEN BECOME MORE EFFECTIVE INFLUENCERS OF THE SUBORDINATE SOCIOPOLITICAL SYSTEM. FOOTNOTES ARE INCLUDED. (LWM)