This article broadens our understanding of street-level governance by examining how citizen performance, organizational publicness, and group bias moderate racial discrimination among street-level managers (SLMs). We examine this topic with an experiment in which we requested enrollment information from public and charter school principals while randomly assigning a putative student's race and ability. As expected, SLMs discriminated based on race, and positive performance information mitigated this discrimination. Surprisingly, negative performance information also reduced discrimination. Turning to publicness, we find no evidence that less public organizations (charter schools) exacerbated anti-Black discrimination. Finally, we show that White SLMs discriminated against Black citizens. However, Black SLMs worked in more administratively difficult settings and, perhaps as a result, responded at lower rates; thus, Black citizens were equally likely to receive responses from White and Black SLMs. Therefore, improving access to public agencies may require representativeness and support for SLMs working in challenging organizational environments.

中文翻译：

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种族歧视和街头经理：绩效、公开性和群体偏见

本文通过研究公民绩效、组织公开性和群体偏见如何调节街道级经理 (SLM) 中的种族歧视，拓宽了我们对街道级治理的理解。我们通过一个实验来检验这个主题，在这个实验中，我们从公立和特许学校校长那里获取入学信息，同时随机分配一个假定学生的种族和能力。正如预期的那样，SLM 基于种族进行歧视，而积极的绩效信息减轻了这种歧视。令人惊讶的是，负面的绩效信息也减少了歧视。谈到公共性，我们发现没有证据表明较少的公共组织（特许学校）加剧了反黑人歧视。最后，我们表明白人 SLM 歧视黑人公民。然而，黑人 SLM 在管理难度更大的环境中工作，也许因此，他们的回应率较低；因此，黑人公民同样有可能收到白人和黑人 SLM 的回应。因此，改善对公共机构的访问可能需要在具有挑战性的组织环境中工作的 SLM 的代表性和支持。