RECENT research on employment discrimination against blacks and women suggests that no single determinant education, location, growth, or others is primary. Yet the belief persists (see Alchian and Kessel, 1962; Arrow, 1971; Ashenfeiter, 1969; Becker, 1957; Bergmann, 1971; Comanor, 1971; Shepherd, 1969; Thurow, 1969) that the employers' power to choose may be important, via their managerial preferences and discretionary resources. These influences would be visible in large industrial firms which possess market power. In this paper we test whether the industrial structure and performance of large firms have in fact been related to their employment of blacks and women. The analysis covers about 200 of the largest United States industrial enterprises, using employment data for 1966 and 1970. The focus is on white-collar employment patterns. Being more directly subject to upper management control than is blue-collar employment, the white-collar patterns may provide a sensitive test of whatever role is played by enterprise policy under varying conditions and constraints. First we discuss the basic hypotheses to be tested in section I. Section II explains the variables and the basic models which are to be analyzed. Section III presents the empirical results. And finally, the findings are summarized in section IV.