A theory is presented describing the structure of the conceptual patterns and demonstrating how sexism or racism (red-neck or symbolic) is developed and institutionalized in the interview process. After a review of recent research on the subject, the author explores the structural relationship of the American belief system, tracing its roots from religion, to psychology, then behavior modification, to transactional analysis. The triadic mode of conceptualization present in each (e.g., reward/behavior/punishment in behavior modification) is noted. A parallel structural relation of White/society/Black is drawn. These relationships are then applied to the interview situation and it is suggested that the outcome of the process is that the interviewer chooses the individual who is most like him. The result being that "if one is not White, then the closer one is to being White, the better off one is; and if one is not male, then the closer one is to being male, the better off one is." Studies showing that faculty and administration believe that sexism and racism do not exist on the campus further illustrate the problem. (PHR)