Relatively recent authoritative surveys show that women are both underused and undervalued in American law enforcement. The first critical step in getting qualified women to become police officers is the recruitment process. Departments must have proactive strategies in place to attract female applicants. Random recruiting is unlikely to attract diversity; targeted programs are needed. Second, agencies must examine their screening, testing, and selection process to ensure that it does not screen out women in larger numbers than men. Third, recruits must be trained in sexually integrated police academy classes to ensure full integration of and cohesion between female and male officers. Female instructors are especially important during academy training. As with recruiters and academy staff/instructors, females should also serve as field training officers. Further, agencies should conduct audits of assignments to ensure that women are not "ghettoized" into stereotypical jobs. Departments should also examine screening procedures for promotions, so as to ensure that discriminatory practices are not present. This article also discusses sexual harassment and discrimination in police departments, mentoring, the balancing of career and family, and the police chief's role in promoting and ensuring equal opportunity employment. A 12-item bibliography