Index

The Emerald Handbook of Appearance in the Workplace

ISBN: 978-1-80071-175-4, eISBN: 978-1-80071-174-7

Publication date: 27 November 2023

This content is currently only available as a PDF

Citation

(2023), "Index", Broadbridge, A. (Ed.) The Emerald Handbook of Appearance in the Workplace, Emerald Publishing Limited, Leeds, pp. 361-369. https://doi.org/10.1108/978-1-80071-174-720230023

Publisher

:

Emerald Publishing Limited

Copyright © 2024 by Emerald Publishing Limited


INDEX

Abject appearance
, 157–158

Absenteeism
, 33

Academia
, 60, 156

bodies of women in academia as barriers to advancement
, 158–160

Academic discipline
, 63–65

Academic leaders
, 156

Acceptance
, 321

Acknowledgement/acknowledging
, 188–189

of beauty
, 188–189

of sex
, 188–189

Advocacy Academy
, 30–31

Aesthetic labour
, 2, 4, 8, 198, 234, 237, 250, 302–303, 344

data
, 200

professional women in low/no-hierarchy organisations
, 204–208

rebelling against aesthetic labour and lookism pressures
, 203–204

recommendations
, 208–209

senior women managers
, 200–204

theoretical framework
, 198–200

Afrocentric hairstyles
, 58, 66

Age
, 292, 347, 349

Age Discrimination in Employment Act (ADEA)
, 219–221

Age-based discrimination
, 102

Ageing
, 102–103

Ageism
, 104–105

ageing, gender and older body
, 102–103

ageism, appearance and workplace
, 104–105

older workers’ experiences of and responses to ageism in workplace
, 105–107

practical implications and recommendations
, 107–108

Agency, religiosity as
, 121–123

Ambiguity
, 302

Americans With Disabilities Act (ADA)
, 221–222

Anthropomorphism
, 336

Appearance
, 1, 8, 19–21, 23, 104–105, 155–156, 171, 175, 214, 250, 273–274, 287–288, 317, 343

ADA
, 221–222

ageing, gender and older body
, 102–103

ageism, appearance and workplace
, 104–105

appearance codes and aesthetic labour
, 2–4

appearance-based ageism
, 107–108

appearance-based discrimination
, 11

appearance-based inferences of criminality
, 290–292

BFOQ Defence
, 220–221

business necessity defence
, 219–220

civil rights laws
, 215–221

diversity and inclusion and CSR
, 251–253

employer and employee analysis
, 226–227

ethical tensions
, 274–276

expectations
, 179

gender and
, 6–7

implications and recommendations
, 227–229

importance of appearance at work
, 2–6

making impression and attracting attractive
, 4–6

managing conversations
, 276–282

manipulation of appearance characteristics
, 350–351

matters
, 178–180

methodology
, 253–254

as national origin discrimination
, 219

older workers’ experiences of and responses to ageism in workplace
, 105–107

perpetuation of trends
, 351–354

possession of appearance characteristics
, 344–350

practical implications and recommendations
, 107–108

as race or colour discrimination
, 217

as religious discrimination
, 217

as sex discrimination
, 218–219

state and municipal civil rights laws
, 222–226

theoretical underpinnings
, 344

Appearance management
, 170–172

appearance and political marketing
, 172

appearance management and female politicians
, 172–173

interpretation
, 175–180

literature review
, 170–173

method
, 173–175

workwear
, 175–176

Apple (Company)
, 2

Assigned Male At Birth (AMAB)
, 135

Assimilation
, 59

Associate Dean
, 162–163

Attorney General
, 238

Attractiveness
, 185

aspects
, 185–186

biases
, 187–188

effects
, 186–187

as status characteristic
, 186–187

at work
, 187, 190, 192–193

Australia
, 234

aesthetic labour, employee appearance and lookism
, 234–237

physical features discrimination and Equal Opportunity Act 1995
, 237–239

procedural and jurisdictional issues with physical features law
, 239–243

Australian Capital Territory (ACT)
, 234

Autoethnographic approach
, 161

Beauty
, 214

Behavioural-system theoretical orientation
, 171

Bias
, 57–58, 66

Binary gender
, 139

Binary-identified transgender people
, 143–144

Biological sex
, 134

Black, Asian and Minority Ethnic (BAME)
, 30

Black
, 159–160

Black women in Academia, examining hair choices of

academic discipline
, 63–65

level in organisational hierarchy
, 60–62

limitations and directions for future research
, 68

method
, 65

results
, 66

theoretical framework and relevant literature
, 58–60

type of university
, 62–63

Body art
, 332–333, 353

Body Mass Index (BMI)
, 77

Body modifications
, 170–171

Body weight
, 185–186

data extraction
, 78–93

evidence for weight discrimination against overweight women in customer-facing roles
, 94–95

literature search and screening procedure
, 76–94

obesity adversely affect women more than men in customer-facing roles
, 95–96

practical implications and recommendations
, 96–97

theory and concepts
, 77–94

Body work
, 198–199

Body-art
, 301–303, 309–310

Bodywork of women
, 160–161

Bona Fide Occupational Qualification Defence (BFOQ Defence)
, 220–221, 236

Brand
, 215

management
, 351

value
, 215

Branded-labour
, 321–322

British Muslim women’s work and career

embodied presence at work
, 123–124

embodied racial identities and ethnic belongning
, 118–121

Muslim women, Islamic attires and west
, 115–118

religiosity as agency
, 121–123

Burqa
, 114, 121

Business attitudes
, 325–326

Business necessity defence
, 219–220

Business school dean

bodies of women in academia as barriers to advancement
, 158–160

literature review
, 157–160

reflexive accounts by two women business school deans
, 160–164

stories
, 161–162, 164

women’s abjected bodies in organisations
, 157–158

Business schools
, 159–160, 162

Call back rates
, 96

Campaigns
, 170, 178

Career development
, 279–280, 335

practical implications and recommendations
, 335–338

theory and concepts
, 333–335

Career Development Institute in United Kingdom
, 276

Career planning
, 302

findings
, 306–312

recommendations
, 312–313

theory and concepts
, 303–305

Careers
, 170, 186–187

ensembles
, 137–138

practitioners
, 274–275

progression
, 135–136

trajectory
, 136

Carnal capital
, 20–21, 24–26, 33

Carnal sociology
, 24

Carnal theorising
, 24

Civil Rights Act of 1964
, 216

Civil rights laws
, 215–221

Climate Surveys
, 312

Clothing
, 1

Commission’s lack of enforcement powers
, 240–241

Community supervision guidelines
, 294

Conformity
, 48–49

facades of
, 42–43

Consistency
, 143

Conspicuous consumption concept
, 29

Consumers
, 181

Cooperation
, 191

Corporate social responsibility (CSR)
, 11, 251, 253–255

Correct credentials
, 2, 6

CostCo Wholesale
, 256

Covering tattoos
, 325

Creating a Respectful and Open World for Natural Hair Act (CROWN Act)
, 57–58

Credit history information
, 293

Criminal history
, 287–288

Curly hair

conformity
, 48–49

data analysis
, 44

data collection
, 43–44

design and procedure
, 44–45

facades of conformity
, 42–43

labelling theory
, 42, 45, 48

limitations and directions for future research
, 52–54

method
, 43–45

no curly hair bias
, 49–50

results
, 45–51

theoretical framework
, 42

Customer attitudes
, 323–324

Customer service
, 77

Customer-facing roles
, 76

evidence for weight discrimination against overweight women in
, 94–95

obesity adversely affect women more than men in
, 95–96

Customers
, 318–319

Cybervetting
, 96–97

Demographic analyses
, 146

Disablism
, 30

Discipline-based attire norms
, 64–65

Discrimination
, 147, 215, 318–319, 331–332

evidentiary issues associated with establishing
, 242–243

in recruitment
, 241

District of Columbia (DC)
, 236–237

Diversity
, 20, 28, 251, 253, 255, 257, 331–332

Diversity and inclusion (D&I)
, 354

Doe court
, 136

Doing gender differently
, 160

Doing gender well
, 160

Dress codes
, 136–139

disaggregating sex, gender identity, gender expression and sexual orientation
, 133–136

gender expansiveness and explicitly gender-differentiated dress codes
, 139–141

gender expansiveness and gender-neutral dress codes
, 141–144

practical impacts
, 144–146

theory and concepts
, 133–144

Elliott-Larsen Civil Rights Act of 1976
, 223

Embedded agency
, 121–122

Embodied Intersectionality
, 115–116

Embodied presence at work
, 123–124

Embodied racial identities
, 118–121

Embodiment
, 289–290

Employability
, 317

Employee analysis
, 226–227

Employee appearance
, 234–237

Employee resource groups (ERGs)
, 256–257

Employees appearance
, 304–305

Employer
, 226–227

Employment
, 287–288, 302, 323

process
, 2

selection
, 187–190

settings
, 76

Environmental, Social and Governance (ESG)
, 252

Equal employment opportunity (EEO)
, 252–253

Equal Employment Opportunity Commission (EEOC)
, 215–216

Equal Opportunity Act 1995
, 234, 237, 239

Ethnic belongning
, 118–121

Ethnicity
, 30

Eurocentric hairstyles
, 65

Evidence
, 41, 63–64

Evidentiary issues associated with establishing discrimination
, 242–243

Exalted masculinity
, 103

Explicitly gender-differentiated dress codes
, 139–141

ExxonMobil
, 255

Facades of conformity theory
, 48–49

Face Research Lab
, 23

Facial Action Coding System (FACS)
, 27

Facial attractiveness
, 185–186

Facial symmetry
, 185–186

Female politicians, appearance management and
, 172–173

Female sexuality
, 138

Financial service organisations
, 28

Financial Times Stock Exchange (FTSE)
, 163

Firms
, 215

Five-point Likert scale
, 45

Front-line employees
, 333

Funeral Home, The
, 132–133

Gender
, 5, 102–103, 114, 118, 157, 176, 188–189, 345, 347

and appearance
, 6–7

expansive people
, 132

expansiveness
, 135, 139, 141, 144

gender-based discrimination
, 199–200

gender-differentiated policies
, 137

gender/sex
, 291

invalidation
, 143–144

non-binary individuals
, 134–135

non-binary workers
, 145

salience
, 144

violation
, 143–144

Gender expression
, 134

disaggregating
, 133–136

Gender identity
, 133

disaggregating
, 133–136

‘Gender Jihad’
, 116

‘Gender neutral’ colours
, 159–160

Gender-neutral dress codes
, 141–144

Gender-neutral policies
, 137

Gendered dress codes
, 138

Gendered environment in academia
, 158

Gendered expectations in political workplace
, 177–178

Gendered presentability
, 201–202

Genetic stigmata
, 42

Global Reporting Initiative (GRI)
, 252

Golden ratio
, 22

Governor Burns
, 179

Greater Manchester study, The
, 123–124

Green Bonds
, 252

Grounded theory approach
, 44

Habitus
, 20–21, 24–25, 28

Hair bias
, 68

in recruitment
, 41

Hair care
, 106

Hair manipulation
, 45

Hair straightening
, 41

Halo Code
, 57–58

Halo Collective
, 30–31

Hegemonic masculinity
, 156

Hijab
, 114

Historically Black College or University (HBCU)
, 60, 62

Hospitality
, 302

Hotels
, 307–308

Human Resource (HR)
, 302

professionals
, 145

Identity
, 118, 350

identity-management strategies
, 144

Image
, 170

Impression and attracting attractive
, 4–6

Impression management
, 62

In vivo coding
, 44

Inclusion
, 251, 253, 255, 257, 294–295

Independent variables (IVs)
, 94–95

Information processing theory
, 333

Inscription
, 292

Integration
, 60

Interactional power
, 190–192

Internalisation
, 289

Interpretation
, 175–180

gendered expectations in political workplace
, 177–178

long job interview
, 176–177

from national to local
, 178–180

workwear
, 175–176

Intersectional approach
, 118

appearance
, 21–23

carnal capital and symbolic violence
, 24–26

intersectionality, carnal capital and symbolic violence
, 26–33

Intersectionality
, 26, 33, 118

theory of
, 26

Involuntary change
, 30

Islamic feminism
, 115

Islamic feminists
, 116–117

Islamic framings
, 118

J.P. Morgan Chase
, 294–295

Knowledge work
, 198

Labelling
, 45–48

theory
, 42, 54

Labour
, 157

Labour market integration

process
, 124–125

shaping of
, 115–118

Laws
, 140, 215–216

Leadership
, 192–193

LGBTQ people
, 136

Long job interview process
, 176–178

Lookism
, 3–5, 8, 10–11, 21–22, 105, 107, 198, 222–223, 234, 237

Male politician’s uniform
, 175–176

Masculine tattoos
, 321

Masculinity
, 346

‘Me too’ campaign
, 2

Men in customer-facing roles, obesity affect
, 95–96

Minority groups
, 345

Mixed methods approach
, 322

Mixed-Method Appraisal Tool (MMAT)
, 94

MONVA
, 50–51

Multi-ethnic British society
, 114

Multinational chain corporations (MNCs)
, 310–311

Multinational luxury hotels, normative control and zero-tolerance to body-art in
, 310–312

Municipal civil rights laws
, 222–226

Muslim feminism
, 115

Muslim women
, 114, 119, 345

Islamic attires and west
, 115–118

National Women’s Political Caucus
, 177

Negative customer perceptions
, 301–302

Negative stereotypes
, 345

Neoliberal context
, 157

Niqaab
, 114

No curly hair bias
, 49–50

Non-directive approach
, 281–282

Non-directivity
, 281–282

Non-Islamic feminist
, 118

Non-probability sampling technique
, 323

Obesity
, 185–186

affect women in customer-facing roles
, 95–96

Occupational licences, restrictions on
, 293–294

Occupational sorting
, 146

Older adults
, 101–102, 105–106

Older body
, 102–103

Older workers
, 106

experiences of and responses to ageism in workplace
, 105–107

Organisational deviance
, 303–304

Organisational standards
, 345

Organisations
, 333–334

women’s abjected bodies in
, 157–158

Othering process
, 120

Outward appearance
, 214

Overweight women in customer-facing roles, evidence for weight discrimination against
, 94–95

Passing
, 140–141

Perceived work discrimination
, 96

Perceptions
, 320

Perpetuation of trends
, 351–354

Phenomenological epistemology
, 24

Physical appearance
, 20

Physical attractiveness
, 185

Physical body
, 157

Physical features

discrimination
, 237–239

legal definition
, 241–242

Physicality of leadership
, 157

Physiology
, 26–27

Piercings
, 301–303

Policies
, 117–118

Political Action Committees (PAC)
, 173

Political brands
, 180

Political marketing

appearance and
, 172

process
, 170

theory
, 180

Political workplace, gendered expectations in
, 177–178

Politics of respectability
, 62–63

Positive distinctiveness strategies
, 59–60

Possessions
, 349–350

Power
, 186, 346

Practical disincentives for pursuing physical features discrimination claim
, 243

Practices
, 118

Predominantly White Institution (PWI)
, 60

Prejudice
, 345

Prescription
, 144–146

Primary school teacher
, 337–338

Professionals
, 214–216, 273–274

activities
, 135

habitus
, 25

image construction
, 59

programs
, 64–65

settings
, 58

women in low/no-hierarchy organisations
, 204–208

Proscription
, 144–146

Psychological theories
, 275

Qualification in Career Development
, 276

Queer theory
, 134

Race
, 290

Racial segregation
, 121

Radisson Hotel Group (RHG)
, 305

Reasonable factors other than age test (RFOA test)
, 219–220

Recognition process
, 181

Reflexive accounts by two women business school deans
, 160–164

Reflexivity
, 164

Relative obscurity of physical features discrimination jurisdiction
, 239–240

Religiosity as agency
, 121–123

Research
, 60–61

Research Questions (RQ)
, 76

Respectable business femininity process
, 157–158

Respondent demographics
, 324–325

Résumé gap
, 293

Rule of the game
, 20–21, 24–25

Rules of symmetry
, 22

Search string
, 77

Selection
, 186–187

Self identity
, 19–20

Self-categorisation theory
, 333

Self-descriptive photo essays
, 191–192

Self-system theoretical orientation
, 171

Senior women managers
, 200–204

Sens pratique
, 24–25

Sex, disaggregating
, 133–136

Sexism

ageing, gender and older body
, 102–103

ageism, appearance and workplace
, 104–105

older workers’ experiences of and responses to ageism in workplace
, 105–107

practical implications and recommendations
, 107–108

Sexual harassment
, 6–7

Sexual orientation
, 135–136

disaggregating
, 133–136

Social identity group membership
, 59

Social identity–based impression management (SIM)
, 59

framework
, 66–68

strategies
, 61–62

Social integration process
, 125

Social interactions
, 191–192

Social media
, 190

Social othering process
, 121

Social recategorisation strategy of assimilation
, 59

Socially responsible investment (SRI)
, 252

Sociological approaches
, 275

South Asian women
, 123–124

Starbucks
, 304

State level civil rights laws
, 223

Status beliefs
, 186

Status characteristic
, 186–187

Status competition
, 191

Stigma
, 42, 288, 301–302, 318–319, 334–335

Stigmatisation of curly hair
, 42

Symbolic violence concept
, 24–26, 33

Tattoos
, 301–303, 311, 318–319, 332–333

associations
, 319–320

factors affecting customer perceptions
, 320–321

shifting attitudes
, 321–322

Tengai
, 27–28

Toothless tigers
, 240

Traditional workplaces
, 28

Transgender
, 132, 135–136

persons
, 139

Transnational dynamics
, 123–124

U.S. Equal Employment Opportunity Commission
, 144

UK Equalities Act (2010)
, 139–140

Unconscious bias training (UBT)
, 256

Uniforms
, 171

United Nation’s Global Compact
, 252

United States Supreme Court
, 132

University, type of
, 62–63

Upper market hotels, playful twist of aesthetic labour in
, 306–309

Urbana in Illinois
, 236–237

Vans
, 335–336

Verbal communication
, 1

Victorian Civil and Administrative Tribunal (VCAT)
, 239

Victorian Equal Opportunity Commission (EOC)
, 234

Virtue ethic’ approach
, 337

Visibility
, 287–288

appearance-based inferences of criminality
, 290–292

embodiment
, 289–290

structural barriers
, 293–294

Visible tattoos
, 304, 317–318, 353

findings
, 323–326

literature review
, 318–322

methodology
, 322–323

Visual disturbance
, 301–302

Volvo
, 336–337

Weight discrimination against overweight women in customer-facing roles, evidence for
, 94–95

Western society
, 102

Wilson v. Southwest Airlines Company (1981)
, 220–221

Woman Dean of university business school
, 161

Women
, 41–42, 53, 155–156, 169–170, 172–173

abjected bodies in organisations
, 157–158

bodies
, 156

bodies of women in academia as barriers to advancement
, 158–160

career paths
, 199

leaders
, 157

in management
, 6

reflexive accounts by two women business school deans
, 160–164

Women academics
, 158–159

leaders
, 156

Women Deans
, 156, 164–165

of business
, 156

of university business schools
, 155–156

Work

embodied presence at
, 123–124

negotiating work choices and decisions
, 121–123

Working relationship
, 280

Workplaces
, 104–105, 141–142, 187–188, 317

approach
, 8–11

employment
, 343

fragmentation
, 301–302

importance of appearance at work
, 2–6

inspiration
, 7–8

older workers’ experiences of and responses to ageism in
, 105–107

Younger generations
, 2

Prelims
Introduction
Chapter 1 Appearance as Carnal Capital and Symbolic Violence: An Intersectional Approach
Chapter 2 Is Curly Hair Viewed as Professional? Examining Hair Bias Against White Women With Curly Hair
Chapter 3 Examining Hair Choices of Black Women in Academia
Chapter 4 Body Weight Discrimination Against Women in Customer-Facing Roles: A Systematic Literature Review
Chapter 5 Ageism, Sexism and Appearance: Navigating Workplace Discrimination in Later Life
Chapter 6 The Price of ‘Extra Layers’: British Muslim Women's Work and Career
Chapter 7 Dress Codes in a ‘Singular They’ World: Gender Nonbinary Identity and Expression and Employer Appearance Policies
Chapter 8 Dressing to Be(come) a Business School Dean: Autoethnographic Accounts
Chapter 9 Appearance Matters: Appearance Management in Political Careers
Chapter 10 Status Effects of Attractiveness at Work
Chapter 11 Lookism Knows No Age: Aesthetic Labour in Women's Careers
Chapter 12 Appearance Discrimination in Hiring: Challenges and Dilemmas for Managers in the United States
Chapter 13 Legislating Against Lookism in Australia
Chapter 14 Appearance, Aesthetic Labour and Corporate Social Responsibility
Chapter 15 Advising Clients on Appearance: Ethical Tensions and Positive Conversations
Chapter 16 The Visibility of Invisibility: Exploring Criminal History Appearance and Implications to Careers
Chapter 17 The Impact of Workers' Tattoos and Piercings on Employment: Suggestions for Pragmatic Career Planning
Chapter 18 A Tattooed Workforce – Still a Liability?
Chapter 19 Tattoos and the Social Psychology of Stigma: Implications for Career Development
Conclusions
Index