Sex bias in performance evaluations has been found in laboratory research as well as in a variety of organizational settings. To explore the effects of hiring practices on performance evaluations and other personnel decisions in an experimental analog of affirmative action, 154 female undergraduates rated a fictitious male or female college professor hired under one of three conditions, i.e., with academic credentials and competence, through affirmative action pressures, or randomly. The performance profile of the professor was varied, i.e., half the descriptions tended to be more favorable in the course of the semester, and the other half tended to be less favorable. Results supported the hypothesis that the more equitable the selection method, the more favorable the performance appraisal. In addition, the male professor was evaluated more favorably than the female professor, a result consistent with previous research. The findings suggest that employees hired under affirmative action may be perceived as having been selected unfairly and inequitably. (Author/JAC)