Research on social discrimination has traditionally focused on the direct influence of individuals' prejudice on their behavior toward members of minoritized groups. In this review, we highlight recent theory and research findings on the indirect influence of prejudice, which can produce discriminatory outcomes, even among low-prejudiced people, to accommodate the prejudices of others. Key to this process of prejudice accommodation is instrumental goals, which often derive from formal organizational roles. To illustrate the dynamics of prejudice accommodation, we focus on the context of hiring decisions with the potential to produce gender employment discrimination. When organizations focus on person-environment or cultural fit, personnel decisions become interdependent with the attitudes of relevant constituents, promoting the accommodation of those attitudes to fulfill instrumental goals. We discuss evidence for the centrality of instrumental goals associated with cultural fit among hiring professionals, and recent research connecting those instrumental goals to prejudice accommodation in hiring decisions that produce gender discrimination. We also review evidence suggesting that instrumental goals (rather than personal attitudes) underlie prejudice accommodation, creating a conundrum for decision-makers low in prejudice and/or highly motivated to respond in unprejudiced ways. In closing, we provide practical recommendations to counter the indirect influence of prejudice in hiring, including reframing decision-makers’ goals to foster independence and educating people about the consequences of prejudice accommodation.