How to Deal With Weight Bias and Discrimination at Work

Every day, Ally Duvall, body image activist and chief software development at a virtual eating disorder treatment platform Health processingPeople hear these kinds of comments at work, he says, whether it’s from their bosses or co-workers.

“It’s not good at all,” she says. “These attitudes we’ve built around weight and shape lead to discriminatory actions — and I hear just how consistent it is from clients.”

research The Society for Human Resource Management (SHRM) revealed in May 2023 that 12% of workers have felt unfairly treated because of their weight at some point in their careers, and 15% said co-workers made false assumptions about them because of their weight. Half of people’s managers say they prefer interacting with middleweight employees.

Besides nepotism and the like, “we have a tendency in our society to feel entitled to comment on people’s appearance,” says Janice Jasam Asari, organizational psychologist and founder of diversity, equity, and inclusion consultancy. BWG Business Solutions. “It shows in the comments and the subtle infractions that we see in the workplace.” And while this can happen to anyone of any size, it tends to affect people who are more frequently overweight.

while Federal law It protects employees from discrimination on the basis of race, religion, gender, color, disability, or sex, and weight is not included as a protected category. Michigan It is the only state that prohibits weight discrimination in the workplace. Other areas are moving in the right direction: New York City recently released a Discrimination law based on a person’s height or weight, and Washington, DC Discrimination on the basis of personal appearance, which can include weight, is prohibited.

Weight bias can have serious effects on people and their careers, often resulting in low self-esteem, negative body image, depression and anxiety, poor relationships, eating disorders, lower wages and fewer promotions, according to Obesity Action Alliance (OAC). Here’s how to identify it and what to do if you encounter it.

What is bias weight?

Weight stigma or bias It refers to negative attitudes associated with weight that manifest as stereotypes, social rejection, or prejudice, according to OAC. It can be subtle or overt, and include name-calling, derogatory remarks, physical aggression, rumor spreading, or social exclusion. A common example, says Duvall, is when companies offer health programs centered around weight loss.

Weight discrimination It refers to the unequal or unfair treatment of people because of their size, such as not being hired, being denied promotions or raises, facing more severe disciplinary action, or being fired. for example: Insurance premiums It may be higher for people with higher BMIs.

According to SHRM research, 11% of HR professionals say that an applicant’s weight has been factored into hiring decisions. Obese individuals were more likely to be seen as lazy, unmotivated, and unprofessional, while people of average weight were more likely to be seen as high-performing, hard-working, motivated, and leaders.

Weight bias and discrimination are likely to influence slimAnd people of colorand those of marginalized groupsincluding gay and transgender individuals, research indicates.

And even as more companies focus on DEI, Asare hasn’t seen many companies including weight discrimination or bias in its initiatives. “I think part of that is because it’s not necessarily a protected class,” she says. “As a society, we are very afraid of obesity, and it would benefit all of us to dismantle and disrupt these weight stigmas.”

What to do if you experience weight bias or discrimination at work

According to American Psychological Association. Therefore, it is necessary to take steps to treat it if you happen to:

1. Report it.

“The second you feel uncomfortable and can’t be in your own space, it’s time to talk to someone,” says Duvall.

Start with your line manager, but if they’re the ones making the comments, take the ladder up to their boss or to your HR department, Asari says. Keep in mind that because weight is not a protected category, HR may not take any action. Another idea is to check if your employer has an ombudsman, which is usually an independent party that can help employees deal with workplace issues, Asare adds.

2. Change the subject.

It can be difficult to bring up weight-related issues. Sometimes it’s best to address it head-on, respond to comments in the moment, and get the conversation moving, says Duvall. “It can really change some of these normal behaviours.”

Try saying things like, “I don’t want to talk about this right now,” “I don’t feel comfortable talking about my weight,” or “I’m surprised you feel comfortable talking about my body in this way.” Or simply, “What do you mean by that?”

3. Find outside support.

Many people struggle with weight bias or discrimination at work, so look to social media communities or support groups of people with similar experiences, Asari says. “It’s powerful, and these people can help you navigate your situation or at least feel like you’re not going through what you’re going through on your own.”

Seek mental health treatment if you suffer from anxiety, depression, or substance abuse, especially when it affects your ability to function on a daily basis.

4. Find another job.

More than 70% of people who were treated unfairly at work because of their weight said it made them want to leave their jobs, according to SHRM. “This really speaks to the sense of belonging that is torn apart on the basis of weight discrimination,” Duvall says.

Finding a new job might be worth considering if you’ve tried talking to your manager and HR about your weight bias experiences but don’t feel that enough has been done to address them, she suggests.

5. Try to lead change.

If you feel comfortable, take the opportunity to educate your company’s leadership about weight bias and discrimination. “Building that awareness is very important,” says Duvall. Talk to your company’s leadership about creating new policies that address these issues, and the OAC has them resources For employers to help.

“There are ways to promote growth and healing that still address the problem and really make sure that it doesn’t linger but also doesn’t harm the person seeking that support,” says Duvall.