Various organizational modes for implementing desegregation in higher education are examined with specific reference to the effects of programs at the University of Washington, the University of California at Santa Barbara, and the University of California at Berkeley. Each school established Equal Opportunity Programs (EOP) that differ structurally and operationally. The University of Washington program illustrates a self-determination model, a unified, self-contained, and relatively autonomous office. A partial-determination model was used by UC Santa Barbara where EOP operates under a somewhat decentralized system. EOP at the UC Berkeley follows an integration model where all EOP clients use regular student services for advice and assistance. The extent to which each of these models may lend itself to or embody institutional racism is examined. It is suggested that wherever racial disparities exist in an institution, institutional racism exists. Enrollment figures, relative academic performance and general sense of well-being of EOP students are all factors that should be examined when measuring institutional racism. The EOP program at the University of Washington, designed and run by minorities, is viewed as the least vulnerable to institutional racism. Since EOP at UC Santa Barbara has less autonomy it may be more susceptible to institutional racism. The decentralized program at Berkeley is viewed as the most vulnerable to institutional racism since its clients have the least amount of internal control. (SF)