The U.S. Federal Air Marshal Service (FAMS), a division of the Transportation Security Administration, has experienced difficulty in recruiting African American candidates as federal air marshals (FAMs). The purpose of this study was to identify the factors that may be a disincentive to African Americans from pursuing careers as FAMs. The concept of representative bureaucracy provided the theoretical framework. Two-hundred and twelve National Organization of Black Law Enforcement Executives members, all of whom work in federal, state, and local organizations of law enforcement, participated in this study. Data were acquired through the 31-question African American Law Enforcement Recruitment Strategy Survey. Participants were asked questions about the factors or job characteristics that would preclude their consideration of positions as FAMs. These independent variables were grouped around major categories including perceptions about FAM service, inclusion factors for FAM consideration, factors that precluded interest in FAM, and new and current career factors to test a hypothesized model of recruitment and retention. Survey results were analyzed using structural equation modeling. Findings indicated that although the FAMS has developed and implemented effective recruitment and hiring strategies that have increased the number of interested African American candidates, critical challenges remain in identifying methods to ensure that the FAMS has the necessary elements to effectively increase the number of interested African American candidates in a way that is representative of the American population. This study promotes positive social change by offering specific strategies to improve recruitment and retention strategies that promote a culturally diverse federal law enforcement workforce.