Abstract
A counterfactual model is used to determine if sex discrimination in salaries existed at Illinois State University. The analysis makes use of detailed peer evaluations of each faculty members's productivity in scholarly productivity, teaching, and service. The model is extended to examine the effects of Affirmative Action salary increments given female faculty members. Evidence of sex discrimination in salaries against female faculty is found. The Affirmative Action salary program erased this discrimination and introduced statistically significant discrimination against male faculty.
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