Four areas were chosen for extensive examination after polling women faculty members--hiring, promotion, salary, and power position. When the expected number of women (taking into account possible labor force dropouts) and the actual number of women was compared to the expected and actual number of men, the difference favoring men was statistically significant at the .001 level. A questionnaire asking chairmen and deans if they approved, disapproved, or had reservations about hiring women, found most approved, but two disapproved and six had reservations. Faculty wives with terminal degrees reported both a general resistance to hiring women and specific discrimination and inferior treatment of faculty wives. Women were in rank 1.23 years longer than men before being recommended for promotion and 1.59 years longer before actually being promoted. In order to take into account the effect of criteria for performance (teaching, research, and service) on salary, a matched pair study was conducted. Matches were independently confirmed. Salary differentials favored men in 20 of 25 matches. A survey of power positions indicated that women are less likely than men to have major administrative responsibilities and are underrepresented on some promotions and tenure committees, despite their willingness to assume these tasks. (LR)