The authors examined, in 2 studies, the effects of equal employment opportunity/affirmative action (EEO/AA) policies on Whites' job-related attitudes, First. in an experiment, White prospective job recruits, as expected. rated a potential employer whose EEO/AA policies were framed as targeted to benefit Blacks as less attractive than a potential employer whose EEO/AA policies were trained more generally. Second, the results of a field study showed that prejudice against Black, moderated the relationship between Whites' perceptions that their organization's EEO/AA policies were targeted to benefit Blacks and their satisfaction with promotion opportunities. Specifically, among prejudiced Whites, this relationship was negative and considerable in size (r = -39, p < 01); whereas, among nonprejudiced Whites, it was negligible (r = -04. ns). The implication,. of our findings for the study of prejudice in organizations are discussed.