This study used focus groups to explore the nature and effects of gender-related microinequities on women in the upper levels of government. Microinequities were defined as subtle forms of differential treatment toward any person who is different than the others in a group. Subjects were selected from eight federal agencies and included 114 women and 30 men at the SES and GS/GM 13-15 grade levels. Each focus group was asked questions pertaining to the nature of microinequities, and the effects of microinequities on self concept, productivity, and career development. Female subjects reported experiencing a wide range of microinequities, primarily related to interpersonal relationships between men and women, attitudes about women, social support, family roles, and physical characteristics. Despite the large number of women who reported experiencing microinequities, a substantial number of women reported that men and women were treated equally in the workplace. The research question regarding the effect of microinequities on self concept yielded a small number of responses and diverse views. Some women reported experiencing self doubt when confronted with microinequities; other women reported that microinequities had no affect on self concept. Views about the effect of microinequities on energy or productivity were also diverse. Some women reported that microinequities had no effect on their energy. Other women reported that microinequities affected their energy; comments were related to stress, long hours, aggression, strategy, anger, superwoman tendencies, and coping strategies. With regard to career development, female participants generally reported that microinequities did not affect their career success. When effects were reported, they were described as short-term. Recommendations for managers based upon reported experiences were described, and implications for managers were explored. / Ph. D.