After it was determined through equal employment opportunity (EEO) data that women and minority groups are underrepresented at all levels within the education specialist occupational series of civilian employees of the Navy, a study was conducted to design a program to encourage Navy managers to recruit, hire, develop, and promote women and minorities. The study centered on three areas: (1) reviewing command policies affecting EEO and affirmative action programs at all levels; (2) ascertaining the current status of EEO representation within these occupational areas; and (3) identifying specific barriers to achieving EEO objectives for the classification and assessing their impact on program design options. Through the study, six major problem areas were identified. These areas are conflict between command/activity missions and EEO goal attainment; decentralized locations of education specialists; lack of accountability for EEO goal achievement; competing government policies; competition with other employers; and inefficient use of civilian personnel offices. Based on the findings, a plan for encouraging managers and supervisors to hire, promote, and provide professional development to women and minority education specialists was developed. (Author/KC)