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