Sex equity research efforts undertaken by the Office of Institutional Studies at the University of Maryland at College Park are discussed. A plan was developed for examining salary differences at three distinct times: time of appointment, upon promotion and/or award of tenure, and at annual salary reviews. Salaries of male and female faculty holding the doctorate and employed at the ranks of assistant, associate, and full professor in fall 1979 were studied. Initial salary studies also considered years since award of the doctorate and the academic discipline. The annual salary equity review process was designed to be a part of the regular annual salary review used to award merit increases. The review process was focused primarily on the equity of female faculty salaries, although inequity in a male's salary might also be identified. A number of problems were associated with the studies: data limitations, time and resource limitations, interpretive problems, political problems, and implementation problems. It is concluded that thorough examination of salary issues and actions to resolve inequities can help forestall expensive and disruptive litigation. (SW)