Seven case studies describing a number of situations in which various forms of discrimination against women in higher education have occurred are presented. The case materials were gathered from a number of doctoral level universities, which are not individually identified. Types of discrimination that are considered include: (1) selection processes for student admission and personnel employment; (2) reward systems for salary, rank, and tenure issues as well as class loads, travel funds, availability of graduate assistants to women faculty, and opportunities for women students to obtain assistantships; (3) professional socialization, including both the more formal mechanisms of introducing professional peers and students to information sources, resources, and opportunities for productivity and the less formal techniques for providing support, encouragement and collegiality; (4) expectations for productivity, including expectations and preconceptions held about how and in what areas students and faculty are likely to concentrate their efforts and achieve success; (5) subordinate/superordinate relationships, encompassing the myriad of circumstances in universities in which students, staff, faculty, and administrators find themselves involved in hierarchical relationships; and (6) remedies and recourse, including the special problems which arise when sex discrimination has reached the point where recourse to intra-institutional and extra-institutional channels is initiated by an individual member of the university community. The individual cases may involve simultaneously, two, three, or four evidences of sex discrimination. (SW)