Negative attitudes surrounding weight can have a significant effect on employee engagement and inclusion, and may even result in a discrimination claim. Dr Stuart W. Flint and Stuart Sherman discuss how ‘weight bias’ can be identified and addressed.Â
In the UK, as in many other developed countries, the prevalence of obesity has increased, with the NHS estimating that around one in four adults is obese. What is less well known is that weight bias and discrimination has increased – and has been a widespread issue for over 50 years.
Studies have found that people of all ages and backgrounds in the UK hold biased attitudes towards others based on their weight. These attitudes and beliefs towards those of a higher weight are typically negative. There are many stereotypes of people with a higher weight that we are exposed to from various sources, including media portrayals that can lead to the development of attitudes such as gluttony, laziness, a lower intelligence and being socially inept.
A matter of perception
The widespread nature of weight bias means that people not only experience stigma but also discrimination across many settings, including healthcare, education, and at work.
Studies have demonstrated that people with a higher weight status experience bias and discrimination in recruitment and promotion, and from colleagues and managers. Research has also shown that people with a higher weight are perceived to have poorer leadership qualities, and in some instances are expected to work longer hours, deliver more work, and are paid less compared to colleagues with a lower weight status.
Of course, these experiences can have a detrimental impact on individuals and workplaces. For instance, experiences of weight bias are associated with mental and physical health concerns such as increased depression, anxiety, body image concerns and reduced quality of life and life satisfaction.
Weight bias in the workplace
So why is this important for employers? These experiences can lead to disengagement from society and avoidance or delay in seeking help for medical treatment, which can in turn lead to increased presenteeism and absenteeism.
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It should not be a surprise that experiences of weight bias and discrimination have such a negative impact on both people and organisations. These experiences may reflect bullying, harassment, and victimisation, which may be both direct and indirect. These are key elements covered in the description of discrimination in the Equality Act 2010, although weight is not a protected characteristic like, for example, age, sex or sexual orientation.
There are several steps that employers can take to address weight bias and discrimination.
Targeted training
Given that weight bias is widespread and proven to impact employee health, engagement and productivity, HR and diversity and inclusion leaders should ensure that training incorporates this topic. Raising awareness of weight bias and its implications can be an important part of developing a more inclusive workplace and society.
Addressing implicit bias
Have you checked whether your recruitment or promotions panels have any biases? As part of diversity and equality training, employers can encourage employees to complete assessments of all kinds of bias, including weight, and to undertake appropriate training. There is also a need to assess implicit bias and to provide training, not only to increase awareness but also to identify opportunities to avoid biases affecting decision-making.
As part of diversity and equality training, employers can encourage employees to complete assessments of all kinds of bias, including weight, and to undertake appropriate training.”
There are tools available to support employers. For instance, BiasProof is a platform that allows employers to provide implicit bias tests and training.
A fair recruitment process
By their very nature, implicit biases are unknown to an individual. However, by recognising that they can impact how job candidates are treated during application sifting or the interview stage, employers can take steps to address them. This can include removing information that may lead to a biased outcome, such as age, ethnicity or other demographic information.
Of course, most application forms don’t ask for a potential employee’s weight, however businesses can ensure the interview experience is delivered as fairly and consistently as possible for all candidates by reviewing practice and including assessors of the interviewer.
A weight inclusive working environment
As well as assessing biases among employees, there is also a need to consider whether the physical setting is inclusive for people across the weight spectrum. An example could be having chairs that do not have arm rests that might restrict a person’s ability to perform their role.
Health for all
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With the increased focus on employee health, it is important to ensure that any actions are free from bias, inclusive for all and based on evidence. Research has demonstrated that well-intentioned workplace health programmes that emphasise individual responsibility can lead to weight bias and discrimination. This means when taking steps to promote a healthy living, employers need to do so in a size inclusive way, by focusing on health, not weight.
By taking these steps to tackle the attitudes that lead to the damaging effects of weight bias, organisations will not only create a more inclusive workplace, but a happier, healthier and more fulfilling one too.
