This paper explores support for hiring policies associated with affirmative action (AA) using a model including beliefs regarding the fairness of AA, merit, value of diversity, prevalence of discrimination, personal self-interest, and demographic characteristics. Participants (n = 212) evaluated 8 hiring policies ranging from the use of strong preferential treatment to race-blind policies. Beliefs affected support for policies differently. For example, diversity valuation predicted support for policies involving preferences and recruitment, but predicted opposition to race-blind approaches, whereas support for the merit principle predicted opposition to preferences and support for race-blind approaches. Results suggest that established predictors of attitudes toward AA do not necessarily predict support for specific forms of AA.