ABSTRACT
Potential bias in performance evaluations has been an area of continuing concern for those wishing to guarantee equal opportunity for women and minorities in the work place. This bias has been proposed as one explanation for the glass ceiling effect, which fi nds women and minorities unable to progress to top management levels in organizations (Department of Labor, 1991). Like civilian organizations, the military services have for a number of years noted the disparity in performance evaluation ratings between majority and minority service members. The underrepresentation of women and minorities in senior military grades is also attributed to potential bias in performance appraisals. However, understanding the causes of this disparity has not been straightforward. Although performance ratings are tracked at a service-wide level these global numbers offer little insight as to why the disparity exists.
