Tipping the scales: Tackling weight bias at work

Imagine this scenario: In a conference room for the weekly team meeting, a well-intentioned colleague brings chocolate croissants. All but one employee takes a treat, and another colleague calls them out. In addition to the embarrassment of being singled out, chances are this person now feels compelled to take a pastry to avoid a prolonged exchange.

Most people, especially women, have had experiences like this at work. It’s awkward, unnecessary, embarrassing, and distracting. Situations just like this, and many that are far more egregious happen. Every day. At work.

After listening to a recent episode of HBR’s Women at Work podcast titled, Respect for Any Body Size, I began to think more deeply about this issue. What happens to these employees when their eating habits and appearance are put under a microscope? And what are employers doing to protect their employees from weight bias?

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Weight bias and DEI

Diversity, equity and inclusion (DEI) began as a result of anti-discrimination legislation in the 1960’s. DEI has evolved into a framework promoting the participation and fair treatment of everyone in the workforce, with emphasis on people and groups who have historically been underrepresented or discriminated against because of their age, race, religion, country of origin, disability or identity.

Each of these categories under the umbrella of DEI are static. What’s missing is weight.

Each person has a unique blend of genetic and environmental factors that shift and change as we age. As a result, physical weight can change over time.

Weight is sensitive, personal, and believed to be controllable. Many people believe that weight is a mixture of individual choices and discipline, meaning, “you can change this… if you want to.”

That belief that each person develops overtime, no matter their size, is where bias lives.

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The weight of perception

Weight bias is well documented. “Humans have internalized this fear of being fat and all of the stereotypes that go along with it,” says Grace Lemmon, a researcher from DePaul University. The stigmas most commonly associated with people in larger bodies are that they’re lazy, incompetent, and weak-willed, which are all unproven.

In fact, studies have found that many people considered overweight are metabolically healthy and that lifestyle habits such as exercise and vegetable consumption together reveal more about a person’s mortality than body mass index.

The very thin aren’t exempt from weight bias either. While “thinness” is the American preference, those who are exceptionally thin experience unwanted commentary and judgment from colleagues. They’re labeled as malnourished, controlling, and fragile. Their competence isn’t called into question; however, their mental and emotional stability is.

Let’s be honest: We’re extremely critical of ourselves. That’s because we exist in a culture where we’re in an endless state of self-improvement, and everyone has an ideal image that they’re working toward. The image that’s captured in our minds becomes judgment, because of our own perceived failures or successes, that we project onto others when making comments about weight and appearance.

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Weight’s place at work & biased comments 

People regularly discuss their own physical appearance: which diet they’re trying, which event they’re training for, or those last five pounds they want to lose are all considered normal workplace banter. But just because it’s the norm, doesn’t make it acceptable.

According to a National Library of Medicine paper, “Weight bias can be defined as the inclination to form unreasonable judgments based on a person’s weight.”

Commenting on a colleague’s weight loss may be intended as a compliment. The person it’s directed toward may even take it as a compliment, but there are dozens of variables at play in this seemingly simple interaction.

The exchange demonstrates a person’s preference toward thinness. Maybe the weight loss is unintentional or even unwanted. Maybe another colleague is struggling to lose weight and feels frustrated or judged because they haven’t had the same ‘success.

Comments about another person’s weight or appearance has everything to do with the person making the comment. They’re projecting their own internalized feelings onto the recipient. Regardless of the reason, it frequently hurts. 

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Weight discrimination stats

Discrimination often begins in the hiring process, making it harder for individuals in larger bodies to work in client-facing roles. They also can struggle to get raises and promotions despite having equally impressive credentials as their slimmer colleagues.

Some eye-opening statistics shared during the HBR podcast showed that women are subject to weight bias and discrimination far more frequently than men. Lemmon’s research found that “75% of those who self-identify as overweight experience more bullying, name calling, incivility, and microaggressions in the last 6 months.”

1. Two-thirds of women in the United States wear a size 12 or larger.
2. Compared to “regular sized women,” overweight women earn 4% less, obese women make 5.8% less, and morbidly obese women earn 15.7% less.
3. People who work “behind the scenes” earn 22.3% less than those whose work involves negotiation, public speaking, or consulting.
4. The heaviest women in client-facing roles make 34.5% less than their counterparts who are considered to have normal weight.

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The high price of weight bias

Employees who experience weight bias and discrimination deal with much more than one-off comments. These experiences can derail a career, have significant economic impacts, and deteriorate a person’s mental and emotional health.

Employees in larger bodies are frequently stigmatized, feeling shame, embarrassment, experience emotional insecurity, and are more likely to abuse alcohol and drugs, and have suicidal ideation. The mental toll is exhausting because discussions about weight and ultimately the bias that is its counterpart has been socially acceptable in the workplace for decades.

More often than not, the stigma leads to the silence of the mistreated person, especially when companies don’t have a policy in place to support them.

Careers derailed

The career trajectory for larger bodied people, particularly women, is much slower than their slimmer colleagues. In addition to the mental and emotional burden, these employees are less likely to seek out high-profile projects and promotions. They’re also more likely to leave organizations if bias and discrimination goes unchecked.

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Economic impact

When an employee’s career progression stagnates, their earning potential suffers. Economically, one study from 2011 showed that a one-unit increase in a woman’s BMI correlates with a 1.83% decrease in hourly wages. In 2018, another study showed that being in a lower income bracket can increase the risks of obesity. Conversely, the same study found that being obese decreases one’s income, and disproportionately impacts women.

Missed opportunities

Lori Armstrong Halber, a partner at Fox Rothschild LLP said it best in this SHRM article: “…an employer that focuses on (any)thing other than an applicant’s or employee’s skills, abilities and experience is doing both the individual and itself a disservice. You could be missing out on an incredibly talented and engaging employee based on your bias.”

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Fighting weight bias at work

There are things that both employers and employees can to do combat weight bias and discrimination in the workplace. The first step is recognizing bias.

Everyone has biases. The goal is to become aware of them so those attitudes and behaviors don’t dictate your decision-making. Tests like Harvard’s Project Implicit offer Implicit Association Tests to gauge bias on a variety of topics, including weight.

Having this baseline of information is a strong starting point toward healthier, more productive work relationships.

Across the organization

Anna Burns, CEO of Seen@Work, a DEI consulting firm, suggests creating an environment “where commenting on other people’s bodies and complementing weight loss is discouraged. Discussions that focus on diet culture or moralizing bodies, food or exercise need to be avoided, as well.”

Take it a step further by inviting employees into discussions discussions when they engage in weight discrimination or body shaming, she adds. Many times, people don’t understand that what they’re saying or doing is hurtful or discriminatory.

Going even further, an organization can implement a formal policy designed to preempt weight discrimination and body shaming by explicitly including size inclusivity in nondiscrimination policies.

Individual accountability

The adage that “we are the sum of our parts” is true in the case of workplace culture and attitudes. Recognizing weight discrimination will take training and practice. Here are a few ways to respond to weight bias when it’s directed at your or you witness it happened to a colleague:

• That seems like a personal comment. Change the subject.
• We’re off topic. Let’s start/continue/finish our discussion about X topic.
• Thank you for your comment/sharing your perspective. Change the subject.

Legal moves

In the U.S., Michigan and a few cities including San Francisco and Madison, Wis., ban discrimination based on weight. Activists in New York and Massachusetts are currently working to extend weight-based antidiscrimination protections across their states. Legal change is slow, but this opens up an opportunity for employers to take a stand.

What are you going to do about it?

For decades there’s been a “what are you going to do about it” attitude hurled at individuals in larger bodies.

Instead, in the spirit of acceptance and progress, ask employers the very same question. Weight bias and discrimination exist in the workplace, so what are you going to do to do change it?