The objective underlying the study is the demonstration that the principles of merit selection and equal employment opportunities are compatible. Identification of the problem areas and proposed solutions of minority recruitment were obtained from literary sources and correspondence with various law enforcement agencies, minority police officer associations and interest groups. Extensive correspondence was conducted with police agencies having significant minority service populations. A questionnaire was also sent to 50 law enforcement agencies and 40 minority police officer associations. Leading experts on the subject of minority police officer, recruitment were also interviewed. Results of the study demonstrated that minorities in police departments remain very low. Moreover, a realistic evaluation of law enforcement problems in minority communities suggests that improved minority representation would have practical operational significance. Minority citizens asserted that unnecessary police-commmunity conflicts might have been avoided had the beat officer understood the mores and language of the area in which he was working. Interaction of white and black officers on an equal basis could also help reduce common stereotypes and prejudices uniting both the community and the police in attacking rising crime problems. Though much remains to be done to achieve true equal employment opportunities in police circles, police administrators are beginning to recognize the underutilization of minorities and take positive corrective measures. The removal of arbitrary, artificial hurdles to equal employment is totally compatible with the goals of both merit selection and fair employment. There is no need to prostitute validated standards for employment since the principles of merit selection and equal employment are compatible. References are cited, and appendixes list cases on racial discrimination involving police agencies; U.S. Minority Police Officer Associations; and the survey questionnaire.