Summary
This thesis consists of three separate analyses, each of which examines the representation of women, African Americans, and Latinos in the police organization in some form. The initial study compares department representation to that of the community in regards to race or ethnicity and gender. This is followed by the second study, which looks at the hiring process of one department within a mid-sized city (Rochester, NY) in detail, noting attrition by majority/minority status at each hurdle applicants' face. The study portion of this thesis concludes by utilizing data from the second study to create a model of attrition for the Rochester Police Department. From these three studies a series of recommendations for departments was developed that focused on the ways to increase representation and promote retention among applicants.