THE EQUAL EMPLOYMENT OPPORTUNITY ACT OF 1972 MAY BE THE MOST IMPORTANT LAW AFFECTING JOB DISCRIMINATION BECAUSE IT SPECIFIES THAT RACE, COLOR, RELIGION, SEX, AND NATIONAL ORIGIN CANNOT BE FACTORS IN EMPLOYMENT. FOR CRIMINAL JUSTICE AGENCIES, HOWEVER, ADDITIONAL PROHIBITIONS BARRING DISCRIMINATION WERE WRITTEN INTO THE 1973 OMNIBUS CRIME CONTROL AND SAFE STREETS ACT. BASED ON THIS ACT, THE LEAA EQUAL EMPLOYMENT OPPORTUNITY PROGRAMS REQUIRE THAT THE MAKEUP OF THE POPULATION SERVED MUST BE REFLECTED IN THE EQUAL EMPLOYMENT OPPORTUNITY EFFORTS OF A GRANTEE. IMPLEMENTATION DIFFICULTIES ARE HIGHLIGHTED BY EXCERPTS FROM SEVERAL NEWS STORIES. BARRIERS TO AFFIRMATIVE ACTION PROGRAMS FALL INTO THREE GROUPS: ORGANIZATIONAL BARRIERS WITHIN THE AGENCY, MANAGERIAL BARRIERS WITHIN INDIVIDUAL MANAGERS, AND INTRAPERSONAL BARRIERS, I.E., BARRIERS WITHIN MINORITIES AND WOMEN THEMSELVES. IDEAS FOR OVERCOMING EACH TYPE OF BARRIER ARE LISTED. SUGGESTIONS FOR DESIGNING AND IMPLEMENTING AN AFFIRMATIVE ACTION PLAN INCLUDE THE FOLLOWING STEPS: DEVELOP OR REAFFIRM THE POLICY TO ELIMINATE DISCRIMINATORY SYSTEMS, DISSEMINATE THE POLICY WITHIN THE ORGANIZATION AND TO OUTSIDE ORGANIZATIONS, ASSIGN RESPONSIBILITY TO IMPLEMENT THE POLICY TO THE CHIEF EXECUTIVE AND AN AFFIRMATIVE ACTION OFFICER, PEFORM A UTILIZATION ANALYSIS, IDENTIFY PROBLEM AREAS, ESTABLISH GOALS AND TIMETABLES, PERFORM AN INTERNAL AUDIT, ORGANIZE A REPORTING SYSTEM, AND PROVIDE EMPLOYEES WITH GRIEVANCE PROCEDURES. GRAPHS AND A LIST OF RESOURCE AGENICES ARE INCLUDED.