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Research in social psychology suggests that, when evaluating job applicants along multiple criteria (like education and experience), evaluators prioritize whichever criterion favors the in-group applicant (white/male) versus the out-group (black/female) applicant, which has the effect of boosting the white/male applicant’s overall score,” Lee explained. “Analogously, we hypothesized that at NIH, white grant applicants receive higher overall impact scores than minority applicants in cases where they have received identical (or sufficiently similar) scores on sub-criteria.