The first two sections address the demographic, legislative, socioeconomic, and ethical reasons why police services must employ visible minorities. The third section outlines what policies, training, outreach, and communications strategies must be in place to build a foundation for success. The concluding section presents key strategies for recruiting, selecting, and retaining minority personnel. Suggestions for improving recruitment include using qualified and trained recruiters, involving police officers who have personal and professional contacts in visible minority communities, recruiting in schools, advertising in the ethnic media, using recruitment teams, and using visible minority constables who understand equity and race relations issues. Selection strategies must include validation studies and adverse impact analyses of the entire selection process to eliminate potential bias, as well as the development of generic profiles of police officers to work in diverse communities. Also recommended for personnel selection are the development and analyses of tracking systems to monitor the success/failure of visible minority candidates in the selection process. Suggestions for retention strategies focus on fair and objective performance appraisals and promotional structures. 11 suggested references