The psychological literature is replete with examples of bias against underrepresented minority groups. However, there is a comparative lack of research on promotion decisions, which the studies here examine in promote or fire scenarios. There is also an emerging small body of literature which suggests that the traditional biases may reverse under certain circumstances such as high prestige/status and less cognitive load, suggesting that formal promotion decisions could be among the exceptions. Study 1 finds a main effect of a pro-Black/anti-White bias in a promote or fire scenario. Study 2 replicates this effect finding that White profiles were less likely to be promoted than a Black profile condition as well as a no race control condition. Study 3 while replicating this main effect found it to be driven by an interaction effect of race and racial stereotypicality where the White employee who diverged from the White stereotype was least likely to be promoted. This paper labels this interaction effect, an apparent aversion to White persons deviating from cultural stereotypes, the Dolezal Effect.