Which is an example of an institutional barrier to equal opportunity?

Biased hiring practices represent a significant institutional barrier to equal opportunity because they create an uneven playing field for job applicants based on factors such as race, gender, age, or other characteristics unrelated to their ability to perform the job. This kind of discrimination within an organization's hiring process hampers the fair evaluation of candidates, thereby perpetuating inequality in the workforce and limiting diversity. Such practices can lead to a lack of representation and inclusion in staffing, which is crucial for fostering a balanced and equitable work environment.

In contrast, flexible scheduling opportunities, frequent team-building activities, and open-door policies are typically aimed at promoting inclusivity and supporting employee engagement. These measures can enhance workplace culture and demonstrate a commitment to equal opportunity rather than serve as barriers.