Barriers to the promotion of women and minorities into managerial positions in the New York State government work force are analyzed using two sets of data—one set consisting of those promoted through a formal competitive examination process and a second consisting of those promoted through nonexamination administrative transfer. Although it is commonly believed that the competitive examination process and the inflexible Rule of Three final selection procedure constitute the primary institutional barriers to advancement for women and minorities, these data revealed that the main barrier to promotion of women and minorities is eligibility requirements. Job titles which qualify incumbents to apply to take examinations for managerial positions are disproportionately held by White males. Even more skewed, titles eligible for administrative transfer without examination are overwhelmingly held by White males.
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