A study was conducted to determine the effect of affirmative action on faculty hiring practices. Difficulties in looking for relevant data are outlined, and stories of some hiring decisions are explored in depth to provide concrete illustrations of the pitfalls. Data gathered from department heads on their perceptions of affirmative action in their departments are summarized, and the unexpected benefits of pressures for affirmative action are explored. Questionnaires were sent to department heads at two large state universities to determine what was happening at the department level. Ninety questionnaires were returned for a response rate of 62 percent. The data focus on hiring decisions: specifically the numbers of women and minorities chosen, reasons for the selections, the degree of understanding of the concept of affirmative action, and possibilities for reverse discrimination. Interviews were also conducted with faculty, staff, and administrators at these state universities, and comparison interviews with similar personnel were held at several community colleges. A sample questionnaire is appended. (SW)