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220 “The whole women thing”of the salary differential. By conveniently starting the y-axis at $25,000, thevisual appearance suggests a three-fold salary differential.That the biases are subtle, and often unconscious, is much better thanwhat many of the pioneers faced. Elizabeth Scott’s first ambition was to bean astronomer, but she soon realized that this was a hopeless career for awoman (Billard and Ferber, 1991). We’ve heard the jaw-dropping stories ofblatant sexism from days gone by, and to the extent that this is behind us, thisis progress of a sort. But biases that we don’t even recognize should concernus all.How to move forward? I hope this study will help: by highlighting biasesthat seem to be operating well below the surface, perhaps the next searchcommittees will work even harder. Genuine efforts are being made at myuniversity, and my department, and I believe at universities and departmentsaround the world, to increase the number of women hired, and to treat themwell. There is progress, but it seems to be slow and imperfect.20.3 “Should I ask for more money?”This might be the most common question I am asked by our graduating studentswho are considering job offers, in academia or not. Of course uncertaintyabout how to negotiate as one starts a career affects men and women, andthere are many aspects to the dialogue between a candidate and prospectiveemployer, including the hiring landscape at the time, the trade-off betweensalary and other aspects of the position, and so on.When I arrived at the University of Toronto in 1986, both the governmentof Canada, and the government of Ontario, had passed pay equity laws, enshriningthe principle of “equal pay for work of equal value.” This is broaderthan “equal pay for equal work,” which had already been in force for someyears in most jurisdictions in Canada. The laws led to a flurry of work onpay equity at that time, and one of my first consulting projects, undertakenjointly with Ruth Croxford of our department, was to review the salaries ofall faculty at the University of Toronto, with a view to identifying pay equityissues.I was at the time unaware of a strong legacy for statistical analyses offaculty salaries initiated by Elizabeth Scott (Gray and Scott, 1980; Scott,1975), who led the charge on this issue; see Billard and Ferber (1991). LynneBillard made important follow-up contributions to the discussion in 1991 and1994 (Billard, 1991, 1994). Lynne’s 1994 paper asked: “Twenty years later: Isthere parity for academic women?”; her answer was “no” (the title referred to aUS government law, Title IX of the Education Amendments, enacted in 1972).This continues to be the case. For example, the University of British Columbia(UBC) recommended in October 2012 an across-the-board salary increase of