What term is used for the adverse impact on employment opportunities for individuals based on race, age, religion, marital status, sex, or national origin?

The term that describes the adverse impact on employment opportunities for individuals based on factors such as race, age, religion, marital status, sex, or national origin is discrimination. This concept encompasses unjust treatment and barriers that certain groups may face in the workplace, leading to unequal access to job opportunities, promotions, and fair wages.

Discrimination can manifest in several forms, including but not limited to hiring discrimination, where individuals from marginalized groups are less likely to be selected for job positions purely based on their identity rather than their qualifications or capabilities. Recognizing discrimination is crucial in promoting fair hiring practices and ensuring that all individuals have equal opportunities in the workforce, regardless of their background.

The other terms do relate to workplace dynamics but serve different functions. Employment equity refers to policies designed to ensure that individuals are not disadvantaged based on the designated characteristics mentioned. Affirmative action, while also related to promoting equal opportunity, often involves proactive measures to enhance the representation of historically marginalized groups in various sectors. Workplace diversity focuses on the inclusion of individuals from a wide range of backgrounds, promoting an environment where differences are acknowledged and valued. However, none of these terms directly define the negative impact on employment opportunities as aptly as discrimination does.