Since the legalization of interracial marriages in 1967, significant amount of research have qualitatively explored the nature of interracial couples. However, there has been a paucity of empirical research addressing the possible career barriers of interracially married individuals in the workforce. Interracially married employees may fear stigmatization and discrimination in organizational settings. The current research empirically explored interracially married applicants likelihood of receiving mentoring and promotion recommendations for a high or low visibility position upon discovery of marriage type. Participants with high in-group self-esteem expressed less motivation to mentor the White candidate married to a Black woman during evaluations for a high visibility position. Furthermore, participants perceived greater consequences in mentoring the White candidate married to a Black or Hispanic woman than one married to an Asian woman.
