Highlights of findings include: (1) police departments might have been aware of hiring issues surrounding sexual minority personnel even before Lawrence v. Texas; (2) many of the sampled police departments were lukewarm about reaching out to recruit gays and lesbians; (3) Lawrence v. Texas had strong effects on retention practices; and (4) the majority of police departments (70 percent) realized the importance of sensitivity training on the issue of welcoming homosexual employees. Conclusions drawn from the findings of this study include: (1) Lawrence v. Texas has had an impact on how police departments in Georgia and Texas recruit new officers and retain current employees; and (2) the increasing number of self-identified sexual minorities within police departments and the incorporation of training on awareness and sensitivity towards homosexual employees indicate that police departments have become more tolerant toward sexual minority officers and have begun creating a more positive working environment. Since the court decision in 2003, the employment landscape has changed within the law enforcement community. In 2003, the United States Supreme Court decision in Lawrence v. Texas struck down Texas' sodomy law on the grounds that it violated due process and an individual's right to privacy. Based on the Lawrence decision, State legislatures were barred from criminalizing adult consensual sexual conduct that would have otherwise been deemed illegal in states regulating private consensual sexual conduct through legislation. The decision directly affected law enforcement agencies throughout the Unites States. This study examined hiring and retention policies and practices relevant to sexual minority officers among 20 selected police departments in Georgia and Texas. Tables, note, and references