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The Pregnancy Discrimination Act (PDA) specifically prohibits discrimination against individuals on the basis of pregnancy, childbirth, or related medical conditions. This means that employers cannot treat a pregnant employee differently from other employees based on their pregnancy status. They must provide the same level of benefits and treatment to pregnant individuals as they do to employees who are temporarily disabled due to other medical conditions.

The intent of the act is to ensure that pregnancy does not lead to discrimination in the workplace, particularly regarding hiring, firing, promotions, and benefits. This support and protection enhance equal employment opportunities for pregnant workers, ensuring they can continue their employment without facing biases related to their pregnancy.

While some of the choices may address related issues in the workplace, such as salary and maternity leave, the central focus of the PDA is solely on preventing discrimination against pregnant employees. Therefore, this option embodies the fundamental goal of the act, making it the correct answer.