This article provides a comprehensive review of the literature pertaining to sex-related access discrimination problems. The results indicate that positive and negative access discrimination occurs for both males and females. The major variables that appear to account for sex-related access discrimination are the sex role of the position, the amount of job-related information regarding the applicant, and the characteristics of the evaluator population. In general, it appears that the effects of access discrimination can be obfuscated if sufficient information is available regarding job-related variables other than sex. In selected instances, it also appears that populations which have been sensitized to female access discrimination problems may demonstrate reverse discrimination towards women applying for "out-of-role" positions. The article ends with a set of specific hypotheses designed to further investigate and clarify the process of sex-related discrimination in employment situations.