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.

This is a group-based way of expressing frustration, and it often results in negative attitudes or prejudice against the weaker group. Identify the concept being discussed here.

Scapegoating

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.