Discriminations at the recruitment, consisting in an employer's refusal to hire one or several candidates even competent ones, based on non objective considerations, which are prohibited by the French law, interfere with the principle of equal treatment between individuals, a principle dear to the Republic. That is why we have witnessed for a few years the setting-up of measures aimed at fighting the discriminatory phenomenon at the recruitment. This large set of measures forms what is known as the criminal policy of fight against recruitment discrimination. To take an interest in it, as is the aim of this thesis, is simply to wonder whether, today in France, all the means implemented to fight the specific discriminatory phenomenon, really enable to answer it aptly. In other words, does the criminal policy of fight against recruitment discrimination enable to control, even to stop the said discriminatory practises, such as they are considered and conceived today in our society? In order to achieve this, we will go on with a critical assessment of the mechanisms and methods set up by the stakeholder striving for the fight against recruitment discrimination. Therefore, our analysis organises itself around the two sectors constitutive of this criminal policy of fight against recruitment discrimination which are on the one hand the repressive and victim assistance sector and on the other hand the preventive sector.