Research using the minimal group paradigm (MGP) demonstrates that categorization and in-group identification can suffice to foster intergroup discrimination. However, the positive–negative asymmetry effect (PNAE) shows that less discrimination occurs when negative than when positive outcomes are distributed between group members. Combining the polarization paradigm and the MGP, this study investigated the discriminatory behaviour of dominant and subordinate group members (N =197) on positive and negative outcome distributions. During private outcome distributions at pre-consensus, dominant groups discriminated more than subordinate groups while the PNAE was not replicated. Positive/negative outcome distributions were sought during intragroup discussion in the consensus phase, while post-consensus involved private outcome distributions. The PNAE emerged in both consensus and post-consensus phases: group members discriminated less on salary cuts than on salary increases, whereas the power effect disappeared in those phases. The emergence of in-group norms during face-to-face discussions at consensus as well as social identity processes help account for the results obtained in this study.