$$QUESTION Weight and Appearance $($Ch$.15)$: In what ways can biases related to appearance $($such as body size, grooming, or clothing$)$ impact workplace outcomes? How can organizations create policies that maintain professionalism while minimizing discrimination?

Chapter $15$

In this chapter, we have considered weight and appearance as diversity issues. Weight, a subcategory of appearance, has many implications for people$$s experiences in organizations. Some two$-$thirds of the U$.$S$.$ population is overweight or obese, and the prevalence of these conditions is increasing around the world. Discrimination against those who are overweight, based on perceptions that overweight people are lazy and unmotivated, negatively affects their employment outcomes. We have examined research documenting discriminatory employment experiences, including differences in rates of employment and unemployment, job assignments, compensation, and performance evaluations. We discussed the lack of universal legislation prohibiting weight discrimination and the legitimate health costs of overweight $($some borne by employers$)$ and made suggestions for employers and employees seeking to reduce weight discrimination in their organizations. We discussed many other aspects of appearance, including hairstyle, attire, makeup, height, and physical disfigurement, that may also affect people$$s organizational experiences. Although employer preferences for certain types of appearance are not necessarily illegal, such preferences, when ill$-$conceived or misapplied, may result in illegal discrimination. Employers should be careful to ensure that appearance requirements are job related and that attractiveness does not overshadow job competence in selection, promotion, retention, and other job$-$related decision making.