It is difficult to draw definitive conclusions about the workplace impact of race from the organizational psychology and organizational behavior literature. Topical coverage is spotty and the findings are fragmented, with little existing theory to orient, integrate, and reconcile them. Consequently, it is unsurprising that public opinion is highly divergent about the influence of race at work, and practitioners are left largely unassisted in determining evidence-based approaches to leveraging this form of difference among their personnel. To fill this void, we review the relevant findings through the lens of organizational justice to help clarify the impact of race on organizational experiences. Our findings suggest that justice indeed varies as a function of race, the magnitude of differences depends on the type of justice, and there are several potentially fruitful areas for additional inquiry.