The purpose of this article is to examine the effects of treatment discrimination as manifested through performance evaluation bias. Research has demonstrated that demographic dissimilarity between raters and ratees can result in performance evaluation bias. As a result of such bias, work-related opportunities based on performance evaluation might be provided to individuals with demographic characteristics similar to those of the rater and not to those whose characteristics differ. The current model suggests that the denial of such opportunities is associated with the formation of self-limiting behavior and subsequent performance detriment. The current model also addresses the formation of a performance feedback loop that potentially leads to future poor performance. Moderators (i.e., task interdependence, time, social category identification, and common group identity) of the proposed relationships are also identified. Additionally, suggestions for future investigations are offered.
The author is with the Laboratory for Diversity in Sport, Dept. of Health and Kinesiology, Texas A&M University, College Station, TX 77843-4243.