This study aims to analyze the inequality that the female gender still suffers in the recruitment and selection process and how it is felt by female employees in the organizational environment, highlighting how companies can contribute to the end of inequality. The text brings a theoretical framework to support and assist in the analysis. Then, it presents the methodology used in the field research that led us to the analysis. Finally, the association of the results obtained in the research with the theory already seen, tracing a diagnosis of the different responses, bringing a return to the specific objectives of the study and thus, presenting the conclusions and suggestions that emerged in the process.