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However, there is no research on the synergistic effects of race and sexual offense history on employment-related outcomes. This study examined whether a hypothetical job applicant\u2019s race (Black vs. White) and\/or sexual offense history (sexual, non-sexual, or no history) impacted hiring decisions and employment-related outcomes. Results revealed no significant main effects of applicant race and no interaction between applicant race and offense history across all employment-related outcomes. However, participants were less likely to endorse hiring the applicant and desired greater social distance from the applicant if he had a prior sexual offense compared with those having a non-sexual offense. This finding suggests applicants with a known sexual offense history may be more frequently passed up for jobs than other justice-involved applicants for reasons unrelated to the job itself.<\/jats:p>","DOI":"10.1177\/10790632251315176","type":"journal-article","created":{"date-parts":[[2025,1,23]],"date-time":"2025-01-23T19:11:07Z","timestamp":1737659467000},"page":"609-631","update-policy":"https:\/\/doi.org\/10.1177\/sage-journals-update-policy","source":"Crossref","is-referenced-by-count":0,"title":["Who\u2019s at the Bottom of the Hiring List? 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