Abstract
Studies of the Bologna Unit have been aimed on the one side to understand implicit and explicit ways through which women are discriminated in the work context, and on the other side, actions aimed at reducing women discrimination. Results have shown that at the implicit level women are associated with more judgemental dimensions than men and are expected to perform on multiple dimensions in the work context (Panerati et al., 2023). Moreover, in a relatively convergent manner to the Perfection Bias (Panerati et al., 2025), women compared to men, are differentially treated across various domains of private and public life. This phenomenon can be captured through the Social Treatment and Experiences of Women STEW- scale (Ciaffoni et al., 2025a). Another remarkable result showed that women, when aware to be discriminated in their domestic life, invest more efforts in their academic and professional attainments, possibly as an act of social change (Ciaffoni et al., 2025 b). In addition, along the line of Perfection Bias research Panerati et al., (2025), highlighted that such judgemental tendency represents a facet of gender discrimination yet being distinct from other means of gender discrimination that leads to decreased mental well-being among women who are aware of it. Moreover, the validated Perfection Bias Scale allows to capture the phenomenon in multiple work and domestic domains. Finally, with respect to already published research Moscatelli et al., (2025) showed that women are motivated to change the status quo within the work context when they feel deprived, experience resentment and feel morally convinced of the injustice perpetrated on them. In the last period of the project Ruggieri et al., (2026) have submitted a paper on the role of formal and informal language adopted by a public work organization in preventing women to resign from their work which is now accepted for publication. Finally, Coelho et al., (in preparation) have reported two experimental studies capturing a recruitment scenario of a male and a female candidate who have applied to a high status job. Results consistently showed that participants tend to scrutinize more information related to six judgemental dimensions (i.e., competence, morality. sociability, assertiveness, dominance physical appearance) when selecting a female candidate than a male one. PUBBLICATIONS: * Panerati, S., Rubini, M., Giannella, V. A., Menegatti, M. & Moscatelli, S. (2023) A multidimensional implicit approach to gender stereotypes. Frontiers Psychology .14, https://doi.org/10.3389/fpsyg.2023.1280207 * Moscatelli, S., Mazzuca, S., Menegatti, M., & Rubini, M. (2025). Women’s participation in collective action for workplace gender equality: The role of perceived relative deprivation, resentment, and moral conviction. Sex Roles, 91(4), https://doi.org/10.1007/s11199-025-01573-7 * Ciaffoni, S., Rubini, M. & Moscatelli, S. (2025a). The unbearable weight of gender inequalities: Development and validation of the Social Treatment and Experiences of Women (STEW) scale. Sex Roles, 91(1). https://doi.org/10.1007/s11199-024-01555-1 * Ciaffoni, S., Ingellis, A.G., Bosch, J.L.C., Rubini, M., & Moscatelli, S. (2025b). “Barbie is a doctor, a lawyer, and so much more than that!”: Perceiving gender inequalities is associated with higher professional aspirations. Current Psychology, 44(10), 8358–8373. https://doi.org/10.1007/s12144-025-07817-9 * Panerati, S., Moscatelli, S., Ruggieri, D., Menegatti, M., Ciaffoni, S., Mazzuca, S., & Rubini, M. (2025). Capturing perceived gendered expectations in the workplace: Development and validation of the ‘Perfection bias’ scale. European Journal of Social Psychology, 55(5), 872–892. https://doi.org/10.1002/ejsp.3175 CONFERENCES: * Moscatelli, S., Mazzuca, S., Menegatti, M., & Rubini, M. (2023, June 30-July 4). The attainment of gender equality in the workplace: Relative deprivation and moral conviction as antecedents of collective action intentions in women. EASP General meeting, Krakow, Poland * Moscatelli, S., Ciaffoni, S., Ingellis, G. A., Condom Bosch, J. L., & Rubini, M. (2024, June 12-14). “Nobody can hold us down!”: The awareness of gender inequalities is associated with women’s higher professional aspirations. G-VERSITY Conference “Gender Diversity Across Europe, Bern, Switzerland * Panerati, S., Moscatelli, S., Menegatti.M. & Rubini. M (2024, June) A Multidimensional Implicit Approach to Gender Stereotypes EASP Small Group Meeting Louvain la Neuve, Belgium. * Ruggieri, D., Rubini, M., & Menegatti, M. (2025 June, 24-26). Should I stay or should I go? How inclusive language in organizational communication influences employees' decisions to leave. 3rd International Symposium on Intergroup Communication, Warsaw, Poland. * Ruggieri, D., Rubini, M., & Menegatti, M. (2025 November, 20-22). Should I stay or should I go? How inclusive language in organizational communication influences employees' decisions to leave. SASP Conference, Melbourne, Australia. * Ruggieri, D., Rubini, M. & Menegatti, M. (2025, 4-6 settembre). L’influenza del linguaggio inclusivo di genere sulle intenzioni di turnover organizzativo: Il ruolo mediatore di soddisfazione lavorativa e inclusività percepita. XIX Congresso Nazionale della Sezione di Psicologia Sociale dell’Associazione Italiana di Psicologia (AIP), Bergamo. * Menegatti, M., Ruggieri, D. & Rubini, M. (2024, June 12-14). When perfection is not an aspiration: Female leaders who excel in multiple domains are perceived as unreachable role models. G-Versity Conference, Bern, CH, 12 14 June. * Ruggieri, D., Rubini, M. & Menegatti, M. (2024 12-14 June). Do Women Need It All? Women Should Meet Multiple Requirements to Be Appointed as Leaders. G-Versity Conference, Bern, CH. * Ruggieri, D., & Menegatti, M. (2024, 5-7 settembre). When perfection is not an aspiration: Female leaders who excel in multiple domains are perceived as unattainable role models. XIII Congresso Nazionale della Sezione di Psicologia Sociale dell’Associazione Italiana di Psicologia (AIP), Torino. * Ruggieri, D., Rubini, M., & Menegatti, M. (2024, November 24-27). When perfection is not an aspiration: Female leaders who excel in multiple domains are perceived as unattainable role models. In Navigating Identities: Understanding Gender, Culture, and Politics in the Workplace SASP, Conference Canberra, Australia. * Rubini, M., Panerati, S., Giannella, A.V., Menegatti, M. & Moscatelli, S. (2024, 5-7 settembre). Un approccio implicito e multidimensionale agli stereotipi di genere. XIII Congresso Nazionale della Sezione di Psicologia Sociale dell’Associazione Italiana di Psicologia (AIP), Torino. * Panerati, S., Moscatelli, S., Menegatti, M., Ciaffoni, S., Mazzuca, S., & Rubini, M. (2024, 5-7 settembre). Bias di perfezione: Sviluppo e validazione di una scala per misurare aspettative multiple in ambito lavorativo verso le donne. XIII Congresso Nazionale della Sezione di Psicologia Sociale dell’Associazione Italiana di Psicologia (AIP), Torino. * Rubini, M. (2026, 20 febbraio). The Psychology of Gender Inequality: Processes Underlying the Status Quo and Actions for Social Change: Results and Challenges Seminario Conclusivo Prin 22 The Psychology of Gender Inequality”.Dipartimento di Psicologia, Università di Bologna. * Moscatelli, S. (2026, 20 febbraio). Women’s participation in collective action for workplace gender equality: The role of perceived relative deprivation, resentment and moral conviction. Seminario Conclusivo Prin 22 “The Psychology of Gender Inequality” . Dipartimento di Psicologia, Università di Bologna. * Menegatti, M. (2026,20 febbraio) Capturing perceived gendered expectations in the workplace: development and validation of the Perfection Bias scale. Seminario Conclusivo Prin 22 “The Psychology of Gender Inequality”. Dipartimento di Psicologia, Università di Bologna * Stanic, M. (2026, 20 febbraio) Gender bias in high status recruitment: The persistence of unequal evaluation standards. Seminario Conclusivo Prin 22 “The Psychology of Gender Inequality”. Dipartimento di Psicologia, Università di Bologna. * Coelho F. (2026, 20 febbraio) The differential use of multiple evaluation dimensions in the recruitment of women. Seminario Conclusivo Prin 22 “The Psychology of Gender Inequality”. Dipartimento di Psicologia, Università di Bologna
Dettagli del progetto
Responsabile scientifico: Monica Rubini
Strutture Unibo coinvolte:
Dipartimento di Psicologia "Renzo Canestrari"
Coordinatore:
ALMA MATER STUDIORUM - Università di Bologna(Italy)
Contributo totale di progetto: Euro (EUR) 202.038,00
Contributo totale Unibo: Euro (EUR) 110.520,00
Durata del progetto in mesi: 24
Data di inizio
15/10/2023
Data di fine:
28/02/2026
