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.

Assertion: The strategy of increasing intergroup contact for reducing prejudice will work only when two groups are different in power or status.

Reasoning: The two groups must also meet in a cooperative rather than competitive context to get desired results.

Assertion (A) is not true but Reasoning (R) is correct.

1. Facilitating increased intergroup contact to enable direct communication, reduce distrust between groups, and even uncover positive attributes in the outgroup. However, the success of these strategies relies on the following conditions:

             -Encouraging cooperative interactions between the two groups rather than competitive ones.

              -Promoting close interactions that foster better mutual understanding.

              -Ensuring that the two groups do not exhibit significant power or status disparities.