There have been significant moves to increase workplace diversity and inclusion in recent years, but weight Discrimination remains common. A workplace survey reveals that 26% of employees have faced discrimination at work due to their weight. The rates were significantly higher among respondents who identified as obese (71%) and overweight (53%).

While the survey did not discuss in detail how workers experience discrimination, prevailing negative perceptions against overweight and obese individuals can have a detrimental effect on their personal and professional lives. Below, we explore how weight discrimination manifests in work settings, its impact on employees, and possible solutions to this widespread yet under-identified issue.

How weight discrimination happens in the workplace

Obesity is a complex, multi-factorial chronic condition, but it’s often framed as a lack of personal responsibility and self-control. Whether conscious or unconscious, this weight-related bias and stigma can surface in the world of work, affecting employers’ decisions at every stage—from hiring preferences to performance evaluations and promotions.

For instance, employees affected by obesity may have lower chances of getting promoted than their non-overweight counterparts, as they are perceived to be lazy, irresponsible, or have poor self-discipline in relation to their health condition. Unfortunately, such discriminatory acts can go unnoticed since there are no legal protections for obese or overweight employees in most of the US. Only Michigan and a handful of cities like San Francisco have explicit laws banning weight discrimination.

How overweight/obese employees are affected

Weight discrimination can impact overweight and obese employees both personally and professionally. Firstly, weight-bias internalization can lead to poor physical and mental health outcomes, ranging from negative body image and low self-confidence to avoidance of physical activity and medical care.

Such health consequences can then spill over into employee behavior and performance. Workplace bias against overweight/obesity can lead to affected employees losing the motivation to work, utilize their skills, and leverage their talents for career development. They may also be paid and recognized less by their employers. The same study found that women affected by obesity earn 12% less than their non-obese counterparts, while men with obesity are underrepresented in managerial and professional positions.

What can be done to improve health and confidence in workplaces

Experiencing weight discrimination as an employee who’s overweight or obese doesn’t mean you should go ahead and try crash diets and extreme workouts just to lose weight rapidly. Not only does this destroy your confidence when you end up regaining lost weight, but the drastic weight changes can also harm your performance and overall health. In this case, understanding your set point weight can help you develop a healthier relationship with your body, as the scientific theory posits that your body maintains a specific weight range for optimal functioning. Additionally, this theory can guide you toward shifting your set point weight down naturally and effectively, mainly through lifestyle changes that can help with long-term weight management and confidence-building.

However, the responsibility to change mindsets and behaviors shouldn’t solely be on the affected employees. All employees must confront and overcome their barriers to change in order to create a truly inclusive and safe workplace. Among these barriers is the lack of knowledge, which can be addressed by human resources departments organizing informative sessions to better understand obesity as a health disease and not as a lifestyle failure. Employers can also include body weight as part of employees’ diversity and sensitivity training, with the message that weight stigma and negative biases are unacceptable and harmful to individuals and the organization as a whole.

Lastly, despite the lack of proper legislation against weight discrimination in the workplace, employers must be proactive in reviewing and updating their non-discrimination policies—ensuring fairness in hiring, interviewing, and promotion practices for all qualified candidates. Companies and organizations can also make the effort to incentivize healthy behaviors and support weight management programs, be it through creating opportunities for proper nutrition and exercise among employees or increasing access to evidence-based obesity treatment.

Overall, weight discrimination can only be addressed and prevented if employees and employers alike create a supportive and inclusive environment for practicing healthy behaviors, improving health outcomes, and treating employees fairly regardless of their body weight, health status, and appearance.

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