Equal pay for equal work by persons of equal qualifications is the concept behind laws against race and sex discrimination in salaries in the United States. However, determining the existence and extent of discrimination is not a simple matter. A four-step procedure is recommended that attempts to uncover the existence of discrimination and begins to rectify the problem wherever it is found. Major issues associated with the tools and structures employed during each step of the salary equity process are discussed. The model employed by the university of Illinois at Urbana-Champaign is described. It suggests a four-phase process utilizing different types of judgment at each stage and making different sets of demands upon the institution during each of the four phases. The phases include: policy; data collection and analysis; salary adjustment determination; and follow-up and monitoring. (Author/LBH)