Past research has indicated that demographic dissimilarity from others in a workgroup is related to poor work experiences, such as low commitment, low satisfaction, and high turnover (Williams & O’Reilly, 1998). These effects have been found for a variety of demographic characteristics, such as age, sex, and race (ethnicity). More recently, scholars have proposed that the relationship between demographic dissimilarity and subsequent work outcomes is potentially mediated by perceptions of being different (Riordan, 2000). That is, if persons are demographically different from others with whom they work, they will perceive themselves to be different, and these perceptions will lead to subsequent outcomes. However, there is little research to support or refute these propositions. Two studies were conducted to remedy this shortcoming and, specifically, examine the relationship between actual and perceived demographic dissimilarity. Results from Study 1 (n = 87 coaches) indicate that actual demographic differences were reliably related to perceptions of such differences (all r’s > .43, p < .001). Study 2 investigated the effects of perceived demographic dissimilarity. Data were gathered from an additional 175 coaches. Structural equation modeling indicated that perceived demographic differences were associated with perceived deep-level dissimilarity (i.e., differences in personality, values, and attitudes). In turn, perceived deep-level dissimilarity was negatively related to coworker satisfaction and commitment to the workgroup, while holding a positive association with organizational turnover intentions. These results provide support for previous theorizing concerning the linkage between actual and perceived demographic dissimilarity. Further, results extend existing frameworks by including both demographic and deep-level dissimilarity in the model. Further implications are discussed in terms of extensions of the sport management and sport sociology literature, as well as theoretical contributions to the relational demography perspective.Keyword(s): diversity, multiculturalism/cultural diversity, sport management