Client data from nine church-related career development centers were studied with two questions in mind: (1) How well do the client assessment rating data predict the counselor recommendations given to clients? (2) Are there discriminatory effects due to referral source and/or to gender? Analyses were done separately for Professional Church Workers and Candidates. In addition to a general profile of these two client types, findings show that assessment ratings account for most of the explained variance in recommendations, and that neither client gender nor referral source is a basis for discrimination in recommendations. Counselor gender does make a difference, however, and differences between men and women counselors suggest the useful distinction between gender bias and gender effect.