Biology, chemistry, and physics professors at universities around the United Statesrecently received an undergraduate student application for a science lab managerjob (Moss-Racusin, Dovidio, Brescoll, Graham, & Handelsman, 2012). The student had graduate-school aspirations and qualifications that were promising, but somewhat ambiguous. The professors were asked to evaluate the student’s application, believing that the student would receive this feedback. Unbeknownst to these professors, however, this application did not represent a real person, but was created by a team of researchers, who assigned the applicant a female name in some cases and a male name in others. Thus, one professor might have seen a particular job application under the name Jennifer, whereas another saw exactly the same application with the name John. Because Jennifer and John had identical credentials, they were evaluated identically, right? Sadly, no: the results showed dramatic sex bias. The equally qualified female applicant was judged as less competent and less employable than the male applicant. Moreover, the professors indicated that, if they were to hire the woman, they would provide her less professional mentoring and pay her roughly $3700 less than they would pay the man. These findings held whether the professor making the judgments was male or female!