 One set of issues concerns the effects of bias that cannot be demonstrated to be intentional discrimination: bias that is unrecognized or implicit but that is bias nonetheless. In employment and other areas of social and economic life, supposedly objective rules may be applied differently to men and women. For example, a woman may be told the company does not allow part time work, but a man may be allowed to cut back in order to pursue some valued activity, such as holding political office. And women are often graded or evaluated lower on the basis of gender alone, without the recognition that this is what is taking place. Symphony orchestras famously discovered that the number of women musicians selected rose dramatically when applicants auditioned anonymously from behind a screen (Goldin &amp; Rouse 2000). One use of statistical evidence in antidiscrimination law in the US is to raise inferences of unrecognized bias, hence discrimination, in situations such as this.