Women are more qualified , but lower salaries and fewer opportunities to grow. As Human Resources (HR) department is involved or is considered responsible for those decisions, the role of its professionals and their fair decisions are put in question. Regarding that, this thesis will ease the understanding between women and the companies they work for, using HR Strategic Management and Organization Justice concepts. Its main target was to show how HR professionals act using Organizational Justice related to gender issues. Theoretical part of this survey was made for a historical set of women's economic independence evolution in society and comprehension of HR department role and how it can put women in a workplace where the rights for men and women are equally fair. The gender issue used here based on constructionist approach was suggested by Scott (1986, p.1067) where 'gender is a constitutive element of social relationships based on perceived differences between the sexes, and gender is a primary way of signifying relationships of power' and this way may be influenced by social changes. There are also concepts of Strategic Management of Human Resources based on perspective contingency (LEPAK; SHAW, 2008) and the different HR ways of valuing or dissolving the differences between major and minor groups (LIFF, 1997). Referring to Organizational Justice, there are four dimensions that create a concept: Distributive, Procedural, Interpersonal and Informational Justice, its links with HR methods and gender issues. To make this survey it was used the analysis of discursive practices by Spink (2011) and as the topic is under social changes, 'Social Theory of Discourse by Fairclough (2001) as well. It's shown that HR professionals describe a woman as qualified, careful, sensible, with a holistic view to analyze the situation. They are (or will be) mothers, heterosexuals and occupy high positions. When women don't have these characteristics or expected behavior, they are considered more masculine. HR professionals put themselves in charge of developing HR polices and influencing managers responsible for decision taking of Selection, Compensation and Promotion, providing healthy working environment for women as well. During the interviews it was shown that variables influence HR Organizational Justice Professionals and others perception related to woman condition and the context that lead to the difference between men and women. As for Diversity Management methods that could contribute to equality between women and men in the workplace, it was proven that it's possible to blend Valuing Difference methods with Dissolving Difference methods.