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and using June 2002 gender and ethnicity data for the department, it has limited applicability today. Agency-wide, the department consisted of 42.7 percent female employees (sworn and civilian) and 13 percent employees of color in 2002. When examining the Protective Service Class (police officer positions), 13.2 percent (21 of 159) were female and 16.4 percent (26 of 159) were minorities. The most recent 2004 EEO report for the EPD shows some improvement. Females made up '14.2 percent (24 of 169) of the Protective Service Class and 16.6 percent (28 of '169) were minorities. When compared to city demographic information, it is evident that the department is under represented in few job categories. Department-wide, there is some under-representation among Hispanics and females. All other minorities are adequately represented. As is the case in almost every U.S. police department., females are under-represented when looking solely at the Protective Service Class. Again, the question that must be asked is why are women not applying to police departments in numbers representative of their participation in the labor pool. Perhaps it could be that women have more career options today. Shift work, irregular days off, and mandatory overtime may not be attractive to women who have other employment options. However, only research as part of a comprehensive recruitment and selection strategy can answer that question definitively. Fiscal Year 2003 (FY 03) saw the hiring of twenty new officers. In FY 04, twelve were hired, and thirteen in FY 05. Of the combined forty-five hires made for those three fiscal years, thirty-four were white males, three were Asian males, five were Hispanic males, one was an American Indian male, and seven were Females. This equates to 76 percent white hires, 1'1 percent Hispanic hires, 7 percent Asian hires, 2 percent American Indian hires, and 16 percent female hires. 39