Abstract
Unlike previous studies, this paper examines the determinants of Black, Hispanic, Asian and Native American employment in police and fire departments separately as well as in the aggregate. In addition, the effects of variables ignored in earlier studies are analyzed. These variables include the existence of an affirmative action policy, use of numeric goals, the number of EEO complaints and failure rate for recruits in police and fire academies. The empirical results indicate that the percentage of the population which is minority has the most consistent effect on minority employment. It is also found that effects vary by minority group. For example, while an affirmative action policy by itself benefits Hispanic and Asian firefighters, it has no effect on Black and Native American employment.
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