A labor force mobility model was developed to forecast the impact of several alternate statistical definitions of "fairness" in selection on minority employment. With data from an existing organization as a starting point, those forecasts showed that the definition of fairness in Federal regulations (Cleary's regression model) would have a worse effect on black employment than the implicit definition of fairness typically used by employers (a variation of Thorndike's constant ratio model). Other forecasts are presented, including the predicted impact of two hiring quota systems on black employment. Implications for Federal regulation are included. Statistical data are presented in tables and within an appendix. (Author/MK)