This study assesses discrimination in hiring against young people from the Île-de-France region, addressing two dimensions: the gender effect and that of origin (French, North African, Sub-Saharan African, Asian). It was carried out on experimental testing data in accordance with a protocol used to examine the cross-effects of these two dimensions. We examine discriminations in a qualified profession with headcount tension: computer engineers with at least a Master's degree, a profession for which discrimination should theoretically be very low. For this profession we built eight fictive profiles of job applicants, similar in every respect except for potential sources of discrimination. Between early February and early April 2009 we sent 2424 applications in response to 303 job offers. The study consists in a statistical and econometric exploitation of the results of these applications. We find strong discriminations in hiring, both gender and origin related. Irrespective of origin, women have a lower probability of getting a job interview. Irrespective of gender, French people of foreign origin have a lower probability of getting a job interview. This is true across all profiles except one, namely women of Asian origin, who have a higher probability than other women of being invited to a job interview and also have a higher probability than men of Asian origin of getting the job. Our findings show that the combination of several discrimination factors does not necessarily lead to a strict addition of penalties.