Largely drawing on thefindings and reasoning of Milgram (1974). a laboratory experiment was conducted to assess the impact of authoritative directives and actor observability on the use of race as a selection criterion in hiring. A significant main effect for instructions was found, suggesting that, when told by a superior to do so, members of organizations may use race as a criterion in making hiring decisions. The precise form of this compliance effect varied, however, as a function of the type of dependent variable under consideration [attitudinal (i.e., ratings of Black job candidates) vs. behavioral (i.e., number of Black candidates chosen for final job interviews)]. N o effects for actor observability were detected. These results are discussed in terms of their theoretical, methodological, and practical implications in regard to organizational wrongdoing, particularly institutional racism.