Race Effects in Performance Evaluations: Controlling for Ability, Education, and Experience

This study examined the effects of ratee and rater race (Black or White) on performance evaluations of 21,547 individuals employed in 10 occupational categories. Hierarchical regression analyses produced a significant main effect attributable to ratee race, although the magnitude of this effect varied across occupational types. There was no evidence of a same-race (rater-ratee) interaction effect, and race of the rater and ratee accounted for little variance in performance evaluations after individual differences in ability and length of experience were controlled. It is recommended that researchers examine the qualitative experiences of White and Black employees to determine what may account for differences in these groups' performance.