In the career assessment literature, relatively little attention is given to the matter of the influence of racial factors on assessees' responses to traditional assessment measures. In this paper, I argue that racial identity models could provide a framework by which to investigate the influence of racial factors on the career decision- making process but existing measures are inadequate for this purpose. The construct of racial salience is used to discuss hypothesized deficiencies in the career maturity and congruence racial group comparison assessment literature, and to recommend ways in which measures could be modified to incorporate race- related theory more directly.
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