Michela Menegatti

Gender-fair language policies promoting inclusivity are increasingly adopted in organizations, yet their effects on employees remain underexplored. We conducted two studies in an Italian public administration to examine the relationship between inclusive language and resignation intentions. Study 1 ( n = 369) investigated the associations among formal communications (e.g., official documents), perceived gender discrimination, inclusion, and turnover intentions. Results showed that formal inclusive language was associated with lower resignation intentions through perceived inclusion, but not through perceived discrimination. Study 2 ( n = 587) extended Study 1's findings by incorporating informal gender-inclusive language (e.g., casual conversations) into the language measure. Results showed that gender-inclusive language is indirectly and negatively associated with resignation intentions via the mediating effect of perceived workplace inclusion and, in turn, job satisfaction. These findings indicate that gender-inclusive language is most effective when organizational policies align with employees’ everyday communication. Both formal and informal channels play critical roles in shaping employees’ sense of inclusion and retention, highlighting the importance of integrating inclusive practices across organizational communication.

Research showed that, in the workplace, women have to meet more requirements than men, a phenomenon that has been labelled ‘perfection bias’. In the current research, we developed and validated a tool to capture individuals’ perceptions of such a phenomenon and its association with women's well‐being. In Study 1 (N = 150 women), we identified a one‐factor structure of the scale. Study 2 (N = 360 women) replicated the structure of the scale, while Study 3 extended this evidence in a sample of men (N = 471). Study 4 (N = 335 women and men employees) showed that women's higher awareness of being targets of a perfection bias at work was negatively related to their well‐being. Overall, the measure developed provides a new tool to examine a specific facet of gender discrimination. Findings might provide useful insights for stakeholders and policymakers to raise awareness concerning gendered expectations and enhance workplace equality.

Gender-based collective action is essential to close widespread gender gaps in the workplace and pursue gender equality. To understand the processes underlying engagement in different forms of action, this research focused on women’s relative deprivation arising from the perception of unjust disparity between women’s and men’s conditions at work. Across one correlational (Study 1; N = 455) and one experimental study (Study 2; N = 320) conducted in Italy, we tested a serial mediational model linking perceived relative deprivation in the workplace to women’s engagement in collective action through resentment about gender inequalities at work and moral conviction to address gender inequality in the workplace. Two forms of collective action were considered: traditional collective action (i.e., organized action, such as signing a petition) and small acts in the workplace (i.e., more informal behaviors for gender equality). Results of the serial mediation model showed that perceiving relative deprivation was associated with a greater willingness to engage in collective action, and this association was explained through resentment and moral conviction. These findings suggest that raising awareness of gender discrimination in the work domain is a critical step toward increasing women’s mobilization to act for gender equality.

Immigration processes and the possible marginalization of ethnic minorities in the receiving countries are essential issues in contemporary societies. Prejudice and discrimination can be critical obstacles to immigrants’ integration into the host country and can severely affect their well-being and mental health. This theoretical and conceptual overview aims to highlight the critical social–psychological processes underlying attitudes toward immigrants. First, it tackles the social psychological roots of social prejudice by focusing on the role of individual (ideological, motivational, and cultural) factors and categorization processes. Second, it examines how contextual factors such as intergroup perceptions and structural relations can lead to high levels of prejudice and discrimination towards immigrants. This review highlights how prejudice against immigrants can be driven by various factors at the individual and contextual level, suggesting that programs aimed at facilitating harmonious relations in contemporary multi-ethnic societies should consider such different determinants. Accordingly, the conclusion discusses possible interventions that can promote better relations between the majority and immigrant groups and counteract the negative impact of discrimination.

Research in the field shows the crucial role of trust in the functioning of many aspects of social life, especially when dealing with emergencies. We report the results of a study (N = 883) carried out in Italy during the first phase of the COVID-19 crisis to assess whether and how social trust (i.e., trust in those who have the authority and responsibility for making decisions, such as the Italian government, the regional government, the Civil Protection, the European Union, the Catholic Church, and the scientific community) and general trust (i.e., trust in the trustworthiness of other individuals, such as Italians and humankind) are associated with the employment of coping strategies in dealing with the challenges of the pandemic. Overall, the results highlight that trust in different authorities and institutions and trust in other human beings are positively associated with the adoption of adaptive coping strategies such as seeking social support, positive reinterpretation and growth, problem-solving orientation, and transcendent orientation. In contrast, they are negatively related to the adoption of maladaptive coping strategies such as avoidance. These findings point out the benefits of various types of trust in helping individuals deal with crises, such as the COVID-19 pandemic.

Campaigns supporting victims of gender harassment and abuse, such as #MeToo, have made and still make significant contributions to achieving the fifth UN Sustainable Development Goal aimed at eliminating “all forms of violence against all women”. In two correlational studies, we examined possible antecedents of people’s willingness to participate in the #MeToo campaign by focusing on the role of ambivalent beliefs toward women and men and the perceived effects of the movement. Men (Study 1) and women (Study 2) were asked to answer questions concerning hostile and benevolent beliefs about women and men, respectively, their perception of the beneficial and detrimental effects of #MeToo, and their intentions to participate in the campaign. Study 1 showed that men’s hostile sexism toward women was associated with fewer intentions to actively support the #MeToo campaign and that the reduced beliefs that the movement had beneficial effects mediated this relation. Study 2 revealed that women’s stronger benevolent beliefs about men were associated with decreased perception that the #MeToo campaign had a beneficial impact. In turn, such a perception was related to lower intentions to participate in supporting the campaign. Moreover, women’s hostility toward men explained the intention to join the #MeToo movement through the mediation of the perception that the campaign was beneficial. The findings suggest that to foster participation in a feminist movement that promotes women’s rights, it is necessary to eradicate traditional gender roles and the related ideologies that legitimate men’s dominant position in society.

A robust body of research has highlighted the fundamental role of social identifications in dealing with emergencies and in predicting commitment behaviors. We report the results of two studies carried out in Italy to assess whether the subjective sense of belonging to meaningful proximal and distal social groups affected people’s ability to cope with the pandemic crisis. Study 1 (N = 846) shows that different identifications with proximal (i.e., family and friends) and distal social groups (i.e., nation, European, and humankind) may act as buffers for individuals by reducing negative emotions and negative expectations about the future after COVID-19 and by increasing people’s intentions to adhere to containment measures and to be involved in prosocial actions. Study 2 (N = 350) highlights the role of European identification in predicting propensities for using the tracing app and getting vaccinated. These results confirm the benefits of various types of identification (proximal vs. distant) in helping individuals deal with the COVID-19 pandemic.

Recent findings highlight two facets of the two fundamental stereotype content dimensions of agency (i.e., ‘dominance’ and ‘competence’) and communality (i.e., ‘morality’ and ‘sociability’; e.g., Abele et al., 2016) with implications for understanding gender inequality in the workplace (e.g., Prati et al., 2019). Extending this research and contributing to the facial first impressions literature, we examined how these facets of agency and communality when inferred from White men’s and women’s faces, along with attractiveness, influence their leadership suitability. In three studies in the United Kingdom (total N = 424), using student and working samples and two managerial descriptions, we found an unexpected pattern of results, supported by an internal meta‐analysis: attractiveness and competence were the most important predictors of hirability for all candidates. For women, dominance was the next most important predictor; for men, morality and sociability were more important than dominance. Moreover, morality and sociability were more important in evaluating men than women, while dominance was more important in evaluating women than men. Findings are discussed in terms of a ‘deficit bias’, whereby the qualities women and men are considered to lack – dominance for women, morality, and sociability for men – may be given more weight when evaluating their leadership suitability.

The present study examined the role of morality, competence, and attractiveness as perceived from faces in predicting hiring decisions for men and women. Results showed that for both female and male applicants, facial competence significantly predicted the hiring decision directly and indirectly, through the mediation of the overall impression. Decisions concerning female applicants were, however, significantly predicted by multiple dimensions—that is, facial morality, facial competence, and attractiveness—with the mediation of the overall impression. Facial competence was the only significant predictor of impression and, in turn, hiring decision about men. These findings resonate the mottoVirtutem forma decorat, “Beauty adorns virtue,” painted by Leonardo da Vinci on the reverse side of the portrait of Ginevra de’ Benci, and suggest that women’s chances of getting a job are less than those of men whenever they do not show a moralandcompetentandattractive face.

Two studies examined whether morality‐related information has a greater impact than sociability‐ or competence‐related information upon the spontaneous mimicry of an interaction partner. Participants were video recorded during an interaction with a confederate previously presented as moral versus lacking morality, or sociable versus lacking sociability (Study 1), or competent versus lacking competence (Study 2). Two coders rated the extent to which participants imitated the gestures of the confederate, participants’ postural openness, and the general smoothness of the interaction. When the confederate lacked moral qualities, mimicry and postural openness were lower, and the interaction was less smooth than when the confederate was highly moral, unsociable, or incompetent. Moreover, our findings showed that global impression is the key mediating mechanism driving such an effect. Indeed, knowing that another person behaved immorally resulted in a negative impression, which in turn hindered behavioral mimicry.