Search results

Given the prevalence of obesity in society at large and ensuing weight discrimination in the workplace, the purpose of this paper is to bring to light the social stigma attached to obesity, stimulate the discussion around enacting better legislation to alleviate weight-based discrimination in the workplace and highlight the role of human resource (HR) departments in preventing such discriminatory actions.

This paper reviews current perceptions, trends, laws and consequences related to obesity and weight discrimination and discusses the implications for organizations and HR professionals.

Weight discrimination is a real problem in society as a whole and workplaces in particular. HR professionals have a key role to play in removing weight discrimination and creating a more inclusive and equitable workplace.

Although weight discrimination has significant professional and personal consequences, there is a lack of explicit laws and policies that provide strong protection to impacted individuals. This paper brings the issue to light and discusses the role of HR in eliminating such bias and discriminatory practices in the workplace.

Studies report that frontline employees frequently discriminate against overweight customers, a group of vulnerable consumers that is growing worldwide. However, because most discrimination by frontline employees is covert, the authors ask whether overweight customers perceive discrimination and what influences this perception. Drawing on field theory, this paper aims to investigate how two environment factors (frontline employee overweight and frontline employees’ neutral treatment of other customers) and two person factors (customer pre-encounter affect and self-esteem) influence customer-perceived weight discrimination.

In a pilot study and three experimental studies, the authors examine the impact of covert discrimination of overweight customers by frontline employees on customers’ perception of discrimination and the influencing effects of environment and person factors. Hypotheses are tested using regression analysis.

The authors find that overweight customers perceive covert weight discrimination by frontline employees. Frontline employee overweight mitigates the effect of covert discrimination, and (state and trait) self-esteem amplifies this effect. Frontline employees’ neutral treatment of other customers is insignificant. Customer (state and trait) negative affect directly increases customer-perceived discrimination independent of covert discrimination.

While extant research focuses on marketplace discrimination triggers and consequences, the perspective of the discriminated customer and what influences his or her perception of covert discrimination has attracted much less attention. Moreover, research rarely addresses overweight as a discrimination trigger. As environment and person influences frequently shape service encounters, the authors contribute novel and relevant insights to the literature. This is of high value, especially in light of the harmful consequences marketplace discrimination entails for customers and service firms.

The thin feminine body ideal in Western society has persisted, despite becoming less representative of the female population, with obesity rates consistently rising since the 1980s. Recently, the COVID-19 pandemic has exacerbated obesity rates, due to curtailed interventions, restricted mobility/enforced physical inactivity and increased reliance on processed food with a longer shelf life due to social isolation (World Obesity Foundation, n.d.). Individuals with obesity report weight discrimination in a broad range of settings, including employment, where researchers have documented weight discrimination in relation to hiring, job assignment, promotion, remuneration and work stability. Weight discrimination may be worse for jobs involving public interaction, particularly for women, because heavier women do not conform to societal body ideals, leading to weight stigmatisation such as anti-fat attitudes and beliefs (e.g. negative stereotypes) and prejudice. This chapter presents a systematic literature review of studies that have examined weight discrimination against women with obesity in jobs involving public interaction, i.e. ‘customer-facing roles’.

This study aims to examine the impact of applicant weight and sex, job type and employer attitudes on employee screening decisions.

Participants rated one of four job applicants on their hiring suitability for four different entry‐level jobs with high or low visibility and physical demands. Applicants varied in sex and weight as depicted in a photograph, but their job applications were identical.

Results showed that overweight women experienced weight discrimination when applying for a job that was high in both visibility and physical demands.

Future research should examine weight discrimination in other racial and ethnic groups and with higher‐level jobs. Future research could also examine hiring decisions using a within‐subjects design to allow comparison across job applicants.

Employers' perceptions of applicant weight may lead them to make biased decisions about individuals who are overweight during the hiring process particularly for jobs that are high in visibility and physical demands.

There has been an alarming increase in obesity rates in the USA, but there is limited legal protection against weight discrimination. Employers who make stereotyped assumptions about individuals who are overweight may be missing out on valuable workforce talent. Similarly, individuals who are overweight may face discriminatory obstacles in finding work.

This study systematically manipulated two important job characteristics: visibility and physical demands and used a sample of adults as raters.

The purpose of this paper is to investigate the relationship between body mass index (BMI) and chronic job discrimination. Additionally, the authors explore the contribution of various forms of social support to that relationship.

The data for this study were obtained from the National Survey of Midlife Development in the USA (MIDUS). Only those who reported being employed participated in the study (n = 1,150). The variables of interest included BMI, supervisor support, coworker support, family support, friend support, religious support and chronic job discrimination. Analysis included correlations, ANOVA’s and hierarchical linear regression.

BMI was positively associated with chronic job discrimination. Respondents in the obese and morbidly obese categories reported higher job discrimination compared to normal weight respondents. Family support, supervisor support and coworker support were associated with less reported chronic job discrimination.

Organizational leaders should acknowledge that obesity is associated with discrimination. Organizations should thus create anti-discrimination policies covering weight-based discrimination, conduct sensitivity training for all employees and train and coach supervisors on effective ways of offering support to employees.

This study contributes to the understanding of the role various forms of social support can play in reducing perceptions of chronic job discrimination. The paper is unique in that it considers several sources from which people draw support in managing for stressors.

Appearance is part of a person's non-verbal communication, and looks are often associated with the perceived ‘attractiveness’ of individuals for hiring practices in the workplace. As such, physical attractiveness can be a ‘prized possession’ when it comes to leaving a positive impression on managers who are interviewing candidates. In the twenty-first century environment, our society seems to be more obsessed with physical appearance than ever before because society has conditioned us to associate beauty with other favourable characteristics. Of course, such appearance norms, regarding attractiveness, ‘good looks’ and beauty are linked to years of socialisation in culture, cultural norms and materialistic personality standards.

In a business context, managers and employers often make hiring decisions based on the appearance and attractiveness of the job applicants since outward appearance seems to play a significant role in which candidates eventually might get the job. Physically attractive job applicants and candidates tend to benefit from the unearned privilege, which often comes at a cost to others who are equally qualified. Preferring employees who are deemed to be attractive, and consequently discriminating against those who are perceived as unattractive, can present legal and ethical challenges for employers and managers. In this chapter, we provide a discussion and reflection of appearance-based hiring practices in the United States with relevant legal, ethical and practical implications for employers, human resources professionals and managers. We focus on ‘lookism’ or appearance discrimination, which is discrimination in favour of people who are physically attractive. As such, we examine federal, state and local laws regarding appearance discrimination in the American workplace. We also offer sustainable policy recommendations for employers, HR professionals and managers on how they can be fair to all candidates in order to hire, promote and retain the most qualified professionals in their departments and organisations.

The article aims to provide a discussion of societal norms concerning “attractiveness,” the existence of appearance discrimination in employment, the presence of “preferring the pretty”, and then the authors examine important civil rights laws that relate to such forms of discrimination. Finally, the authors apply ethical theories to determine whether such discrimination can be seen as moral or immoral.

It is a legal paper which covers all the laws related to discrimination based on look. Court cases and Americans laws related to this concept are reviewed and critically discussed.

The paper finds that appearance‐based discrimination is not illegal in the USA so long as it does not violate civil rights laws.

This research is limited to Federal and State laws in the USA and may not be relevant in other countries as the local laws might vary.

Managers and employees can protect themselves in the workplace from illegal discriminatory practices.

Employees know their rights and enhance their understanding of laws related to appearance, attractiveness, and why companies look to hire those who are considered “handsome”, “pretty” and “beautiful”.

This is an original and comprehensive paper by the authors.

The study aims at evaluating the most appropriate transport project which is one of the critical concerns of transport infrastructure scheduling. This process will be applied considering a set of criteria and discussed alternatives with sustainable perspectives.

In this paper, a complex proportional assessment (COPRAS) framework is discussed to handle the sustainable transport investment project (STIP) assessment problem within a single-valued neutrosophic set (SVNSs). To form the procedure more useful in handling with uncertain features, a SVNS is applied as a valuable procedure to handle uncertainty. First, a new discrimination measure for SVNSs is introduced and discussed some elegant properties to determine the significance degree or weight values of criteria with the sustainabality perspectives. Second, an integrated approach is introduced based on the discrimination measure and the COPRAS method on SVNSs and named as SVN-COPRAS.

A case study of an STIP evaluation problem is used to confirm the practicality and effectiveness of the SVN-COPRAS framework. Lastly, comparative discussion and sensitivity investigation are illustrated to prove the strength and solidity of the proposed framework.

The SVNSs enrich the essence of linguistic information when a decision expert (DE) vacillates among different linguistic values (LVs) to measure a sustainable transport project alternative problem. The utilization of SVNSs provides a more stable procedure to describe DEs' evaluations. So, an elegant methodology is developed to incorporate the DEs' awareness and experience for electing the desired STIPs. The introduced methodology has higher operability than the single-valued neutrosophic set technique for order preference by similarity to an ideal solution (SVN-TOPSIS) procedure during the larger numbers of attribute(s) or option(s). For the SVN-COPRAS methodology, there is no need to estimate the single-valued neutrosophic ideal solution (SVN-IS) and single-valued neutrosophic anti-ideal solution (SVNA-IS). The outcomes are calculated with handling the realistic data, which elucidates that the introduced model can tackle more intricate and realistic multi-criteria decision-making issues.

The purpose of this paper is to provide a summary of a selection of the diversity‐related research presented at the Academy of Management's 2009 annual meeting.

The annual meeting of the Academy of Management is the largest annual gathering of management scholars with more than 10,000 attendees. The meeting provides a forum for sharing research through multiple paper sessions, panels, symposia and workshops. From these sessions, 12 papers on gender and diversity were selected and summarized in this report.

Empirical evidence presented confirms that weight, gender, age and race‐based discrimination persist in organizations. At times, these strands of diversity interact with each other in a complex way, complicating the process of stigmatization. Critical papers called for more inclusive research and alternative approaches on gender tokenism, work‐life interface and migrants.

The papers summarized in this report offer new insights on dimensions of diversity previously explored and identify new avenues for future diversity research.

The existing practice in automatic indexing is reviewed, and it is shown that the standard theories for the specification of term values (or weights) are not adequate. New techniques are introduced for the assignment of weights to index terms, based on the characteristics of individual document collections. The effectiveness of some of the proposed methods is evaluated.