In 2001, Dr. Linda Brodsky successfully sued the State University of New York at Buffalo for pay inequity in violation of the Civil Rights Act of 1964 and the Equal Pay Act of 1963, and for retaliation because she complained. ‘Winning’ resulted in some financial restitution, but the personal repercussions from pursuing legal action were significant, and, 20 years later, our specialty continues to see salary and career advancement inequity for women and others that are underrepresented in medicine. In 2020, women physicians made less than men in all medical specialties, but the gender salary gap was the largest in Otolaryngology, where women make 77.9% of what men earn (22.1% wage gap), and the gap was higher than in the prior year. There are many contributors to this gender gap, including various remuneration models, unfair distribution of procedures, unrecompensed roles, etc. These can be deliberate or arise from common misconceptions; they will be discussed and debunked. Institutional and departmental strategies for transparency and opportunities to gain equity will be discussed by legal, human resource experts and women otolaryngology leaders with stories to tell. Diversity, inclusion, and equity should not just be the buzz words of the time. Acting deliberately to shape our workforce so that it represents our patients and draws from varying experiences is the way to strengthen our specialty.