In XYZ Corp., a case of prejudice and discrimination unfolded. Sarah, an ambitious and highly qualified African-American woman, faced biased treatment when she applied for a promotion. Despite her outstanding performance, Sarah was consistently overlooked in favor of less-qualified individuals. Her colleagues exhibited prejudice based on racial stereotypes, assuming she lacked leadership abilities. Furthermore, Sarah encountered systemic discrimination as she noticed a significant pay gap between herself and her white counterparts in similar positions. This wage disparity reflected the presence of institutionalized bias within the organization. Moreover, microaggressions compounded Sarah's daily challenges, with colleagues making insensitive comments and questioning her competence due to her race. These subtle acts of discrimination perpetuated a hostile work environment, affecting Sarah's well-being and job satisfaction. This case illustrates how prejudice, discrimination, systemic bias, and microaggressions intersect to create an oppressive workplace culture. Addressing these issues requires comprehensive diversity training, equitable policies, and fostering a culture of inclusion to ensure equal opportunities for all employees.

Match the following:

1. Learning     :                                        A: Through association, reward and punishment, observing others etc.                          
2. A strong social identity and ingroup bias:   B. Negative attitudes towards other groups
3. Scapegoating :                                     C: Majority group places the blame on a minority outgroup for problems
4. Self-fulfilling prophecy                            D: group that is the target of prejudice is itself responsible for continuing the prejudice.

1-A, 2-B, 3-C, 4-D

Social psychologists have identified several sources of prejudice:

1. Learning: Prejudices, like other attitudes, can be learned through association, reward and punishment, observation of others, group or cultural norms, and exposure to information that promotes prejudice. Family, reference groups, personal experiences, and the media can all play a role in the acquisition of prejudices.
2. Strong social identity and ingroup bias: Individuals with a strong sense of social identity and positive attitudes towards their own group tend to reinforce their attitudes by holding negative attitudes towards other groups, leading to prejudices.
3. Scapegoating: This phenomenon occurs when a majority group blames a minority outgroup for its own social, economic, or political problems. The targeted minority group lacks the power or numbers to defend itself against such accusations. Scapegoating is a collective expression of frustration and often results in negative attitudes or prejudices against the weaker group.
4. Kernel of truth concept: Some people may continue to hold stereotypes because they believe there must be some truth or "kernel of truth" in what is commonly said about the other group. Even a few examples can be sufficient to support this idea.
5. Self-fulfilling prophecy: In certain cases, the group targeted by prejudice may unknowingly contribute to the perpetuation of prejudice. The target group's behavior may align with the negative expectations placed upon them, reinforcing the existing prejudice. For example, if a group is described as "dependent" and unable to make progress, its members may unintentionally behave in ways that confirm this description, strengthening the existing prejudice.