Despite social commentary and a more top-of-mind awareness of the demographic characteristics of the workforce, cultivating a gender and performance-balanced workforce has proven to be a challenge in many industries. Many United States corporations have defined and publicized their gender diversity objectives. However, they have not been able to measurably decrease not only gender imbalance, but also a persistent gender-related performance gap. The goal of this research is to examine effects that have not previously been studied to see whether one's perceptions of the world are different when in a demographic minority within an organization, and whether these perceptions alter important performance-predicting variables.