Social psychology suggests that racism, as captured by explicit prejudice and racial discrimination, is perceived negatively in the United States. However, considering the hierarchy-enhancing nature of racism, it may be that negative perceptions of racism are attenuated among perceivers high in anti-egalitarian sentiment. The reported studies support this, suggesting that racist candidates were tolerated more and had relatively greater hireability ratings as a function of perceivers’ social dominance orientation (SDO; Studies 1–4). Candidate race did not impact these evaluations—only the hierarchy relevance of their actions did (i.e., whether the candidate’s behavior was hierarchy enhancing or had no clear implication for the hierarchy; Study 2). Furthermore, anti-racist candidates (e.g., those displaying hierarchy-attenuating behavior) were tolerated less and had lower hireability ratings as a function of perceivers’ SDO (Study 3). Finally, the perceived intentionality of the candidate’s actions affected tolerance toward them as a function of SDO. This suggests hierarchy relevance impacts evaluative outcomes.