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Purpose – The purpose of this paper is to better understand the institutional and external factors associated with African-American and Latino representation in policing at the line and managerial ranks. Line representation analyses utilize new data sources and a full range of theoretically informed covariates. Managerial representation analyses provide the first comprehensive attempt to understand the dynamics behind minority promotion. Design/methodology/approach – Portions of the 2000 US Census of Population and Housing Equal Employment Opportunity (EEO) Tabulation, Division of Governmental Studies, and Services (DGSS) survey and Law Enforcement Management and Administrative Statistics (LEMAS) survey were combined to produce a sample of 180 cities/municipal departments for analysis. Findings – Results indicate that the representation of minorities in political office and their presence in police leadership positions are among the most influential predictors of line officer diversity. Proportions of minorities in administrative police roles are greater in larger departments paying higher salaries. There is also evidence that the career advancement of minorities can be limited when multiple minority groups compete for the same promotional opportunities. Originality/value – This study provides a thorough examination of minority officer line representation and the first multivariate examination of minority representation in managerial positions using a national sample.

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