Clinton Jones, in an article in the Journal of Police Science and Administration, states that the major barriers to increased promotional opportunities for blacks are lack of seniority in entry-level positions and comparatively low scores on written promotional examinations. This is a simplistic analysis, because it does not consider the appropriateness of the tests, the evaluation system that normally produces an adverse impact on blacks, and other situational factors. These issues must be addressed in the overall strategies to increase the number of blacks in police executive positions. Top management involvement is necessary to establish expectations and to effect necessary changes in policy, reward systems, and personnel practices. While organizational issues are being resolved, attention must also be given to the interpersonal barriers based in managerial behavior, values, attitudes, stereotypes, and expectations. Behavior and attitudes pertinent to the treatment of minority officers should be included in academy cadet training and inservice training, as well as in college courses. Barriers to promotion must also be overcome within blacks themselves. These barriers are psychological, social, emotional, experiential, and educational. Barriers resulting from experience or education can be corrected through training and education programs, planned work assignments, exposure, and special developmental programs. More difficult to change are the psychological, cultural, social, and emotional barriers that result from social conditioning, past organizational rewards systems, negative reinforcement systems, and limited support systems for personal achievement. Methods for increasing the number of blacks in police executive positions will be described in next month's issue. Thirty footnotes are provided.