This chapter aims to analyse discrimination and diversity at the workplace, viewed by those involved. The determination to institutionalise non-discrimination in France led to deep changes in our understanding of inequality and our judgements about justice and injustice. We focus on the subjective management of non-discrimination as part of managerial standards, in order to bring out the ways in which diversity and non-discrimination are experienced and appropriated in companies. Anti-discrimination measures posed a dual question about how these changes came about, on the one hand, and about the dividing line between legitimate and illegitimate situations in terms of equality as experienced by individuals, on the other. However, the awareness of discrimination as unfair inequality appears only as a fragile acquisition in the French context, to the point that it seems relevant to make this a factor to be investigated in its own right, while exploring the uses and practices associated with it.