The truth about weight stigma at work
Did you happen to read SHRM's article about weight bias and discrimination in the workplace? The stats are pretty eye-opening.
15% of U.S. workers say false assumptions have been made about them at work because of their weight.
72% of employees who experienced unfair treatment due to their weight have seriously considered quitting their jobs.
Employees with obesity are 27% more likely to be perceived as lazy. In contrast, average-weight employees are 35% more likely to be perceived as high performers.
Weight stigma is deeply ingrained — and its impact in the workplace is far-reaching. Biases can affect an employee’s job opportunities, career development, and earnings. I found the following information stunning — and, unfortunately, believable. Over the course of their careers, people who are overweight or obese experience longer periods of unemployment compared to their peers, with women affected more than men.
One long-term study found that white women who were overweight or obese were unemployed 11% longer, and Black women who were overweight or obese were unemployed 25% longer. Another researcher reports that men with obesity who have graduate degrees earn 14% less than their counterparts. Women with graduate degrees and obesity earn 19% less.
According to SHRM, much of the weight-related bias in hiring is unconscious. However, 11% of HR professionals admit that an applicant’s weight has played a role in hiring decisions made by their organizations — and half of people managers say they tend to favor interacting with ‘healthy-weight’ employees.
To me, the first step in addressing the problem is recognizing its scope. Believing that people just need to be motivated to lose weight is outdated — and even harmful. Science has proven that a complex mix of metabolic, genetic, socioeconomic, and lifestyle factors determines a person's weight. In addition, weight stigma contributes to depression, anxiety, and disordered eating, which make health issues worse, not better.
As recruiters, it’s simple. Overlooking weight stigma in our organization means we're leaving potential talent off the table. The good news is, we’re in a position to help our organizations change for the better. Here are a few actions to take:
Review and refine hiring, promotion, and performance evaluations to emphasize job-related criteria, qualifications, and contributions, not appearance or weight.
Provide training and education to raise awareness about weight stigma and unconscious biases related to body size. Challenge stereotypes and promote more inclusive attitudes.
Review the organization’s inclusion policies. Add or enhance policies to address weight-related bias, harassment, and discrimination.
As always, Sunflower Talent Strategies is here to help you expand your talent pipeline and move the needle on your diversity objectives. Reach out anytime.