This article examines the dual problems of "women don't ask" and "women don't say no" in the academic profession. First, we consider whether female faculty bargain more or less frequently than male faculty about such resources as salary, research support, clerical support, moving expenses, and spousal accommodation. Analyzing a 2009 APSA survey, we find that women are more likely to ask for resources than men when considering most categories of bargaining issues. This finding goes against conventional wisdom in the literature on gender and bargaining that suggests that women are less likely to bargain than men. Second, we seek to understand if women are reluctant to say no when asked to provide service at the department, college, university, or disciplinary levels. We find that women are asked to provide more service and that they agree to serve more frequently than men. We also find that the service women provide is more typically "token" service, as women are less likely to be asked by their colleagues to serve as department chair, to chair committees, or to lead academic programs. The implications of these results for the leaky pipeline in the academic profession are discussed.I n this article, we examine the dual problems of "women don't ask" and "women don't say no" in academia.The first issue, "women don't ask," deals with the potential differences between men and women in bargaining situations. Surveying the literature on negotiations and the gender divide, Babcock and Laschever (2003) report that women bargain less frequently than men in a wide variety of situations from salary negotiations to the timing of promotion reviews in academic careers. Failure to negotiate an initial salary offer can have lifelong repercussions that may cost a job candidate several hundred thousand dollars over the course of a career. This gap is also difficult to close; even if women receive higher percentage annual raises, women's salaries lag behind men's salaries if they have a lower starting salary (Gerhart 1990). The lack of bargaining for promotion may contribute to the leaky pipeline in the academic profession, whereby women represent a smaller percentage of scholars within higher academic ranks, especially at the full professor level (Allen 1998;Bellas and Toutkoushian 1999;Hesli and Lee 2011).The second issue, "women don't say no," relates to whether female academics engage in professional service more often than their male peers. While some studies find few differences in the number of hours male and female faculty devote to service (Bellas and Toutkoushian 1999;Russell, Fairweather, and Hendrickson 1991;Singell, Lillydahl, and Singell 1996), others find that female faculty and faculty of color are more likely than their comparative counterparts to engage in service to their institution and their profession (Turk 1981;Turner and Myers 2002). Women may also be asked to provide less-prestigious service (Twale and Shannon 1996).1 Misra et al. (2011) find that women are more than twice as likely as men to be aske...