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Weight bias persists in the workplace

A survey found half of managers prefer interacting with employees who aren't overweight. How can HR combat bias and stigma associated with weight?

14 Feb 2024

Catherine Ngo

Content writer, presenter and podcaster

Discrimination based on body size is more common than we think and is often overlooked in diversity and inclusion training. Even companies that put focus and resources behind inclusivity say weight bias has not been reported on the radar, The Wall Street Journal reports.

Weight stigma is present at every stage of the employment cycle. A Harvard study found that negative workplace attitudes about body size held steady from 2007 to 2020, even as biases on race and gender fell.

According to a survey by the Society for Human Resource Management, half of managers said they preferred interacting with employees who are not overweight.

What is weight bias?

Weight bias refers to unfavourable and unfair judgments, preconceptions, and discriminatory behaviours directed toward individuals based solely on their body weight or size.

Weight discrimination affects women more than men

For an obese woman, losing about 30kgs has roughly the same impact on her wages as getting a master's degree, The Economist reports. There are narrow ideals of a woman's physical attractiveness and that idea is thinness. When women stray even a little, they start to experience stigma and shame.

While both men and women experience discrimination when they reach BMI levels that are classified as obese, men who are overweight have not reported earning less than their counterparts.

Weight bias persists at work because such strong narratives in our society attribute weight to personal willpower, responsibility, and good looks. This viewpoint ignores genetics, environment, and other contributing factors to one's body size.

Women who are considered medically obese or morbidly obese are more likely to work in low-paying, labour-intensive roles in industries such as home health, food preparation, and child care.

Unlike other forms of discrimination, bias based on body size is rarely discussed. The research provides recommendations to include weight discrimination and prejudice in workplace policies.

Women executives face significant pay penalty

As women age, the effect of weight on their pay packet gets worse. According to the National Institutes of Health, a report discovered the financial worth of moderately to severely obese women aged between 51 and 61 was 40% lower than peers who were considered 'normal weight'. The pay gap widened to 60% of their counterparts when they were aged between 57 to 67. No such pattern could be found for men.

Other research found overweight women started work with lower wages and throughout their careers received less frequent raises and promotions, leading to a significant impact on their cumulative wages as they age. Additionally, as women climb higher in the ranks, it can get worse, with overweight women executives experiencing as much as a 16% wage penalty.

How HR can take proactive steps

To further combat bias and stigma associated with weight, HR can support leaders by:

Implementing no-tolerance policies that prohibit weight discrimination: Train hiring managers to recognise weight-related biases during the selection process so candidates are fairly evaluated.
Replace weight loss-centred wellness programs: Acknowledge the reality of diet culture, recognising that discussions centred around weight loss can inadvertently promote unhealthy habits. Revise the focus of wellness programs to prioritise overall health and wellbeing, shifting the emphasis away from purely achieving a desired dress size to long term health.
Inclusive and accessible workplace: Having adequate seating and ample space to accommodate individuals of all body sizes is crucial. This modification guarantees that everyone has the opportunity to work comfortably and productively, fostering an environment that embraces diversity and accessibility for all employees.
Promoting awareness: Some individuals may be unaware of the numerous challenges that larger-bodied people encounter. A practical initial step is to bring attention to these issues and raise awareness.

Employers can cultivate an inclusive workplace atmosphere by proactively confronting weight-based discrimination and enforcing a firm no-tolerance policy. This environment empowers employees of all sizes to succeed in their careers, free from the negative impacts of harassment and discrimination. By eliminating these barriers, employees are better positioned to capitalise on opportunities for growth and advancement.