Too fat to work here?
Those working in HR have the opportunity and responsibility to weave the issues surrounding weight and size into staffing policies as well as company culture.
Companies and public bodies also need to be aware of the potential for size discrimination in their recruitment, retention, treatment and promotion of staff.
While individuals have a responsibility to manage their weight their employers need to ensure the workplace does not adversely affect staff welfare, including diet and weight.
For example, are you sure any Wellness Programmes are not seen as pressure, or discriminatory?
Did you know?
- Hiring staff often assume that higher weight job applicants are aggressive, difficult to work with, lack self-discipline and less productive — even if they have never met or spoken to them.
- 39% of UK workers say they have put on weight as a direct result of their job or find maintaining their weight more difficult since starting their current role.
- In the US, size has become the third most common form of discrimination or reason for job termination. (Where they go, we often follow…)
Talks and Workshops
- Weight in the Workplace: A personal or personnel issue?
- Too fat to work here? Managing weight bias in our company.
- 7 Starts & 7 Stops to Build your Body Confidence
How I help:
For staff, a Weight Debate talk, or workshop promotes confidence and self-esteem – at any size.
For HR, I work with you to review policies and develop guidelines which are sensitive, effective and welcomed by everyone, at every level, in your organisation.
These are some of the questions we answer, together:
- What are the consequences for our organisation of any real or perceived weight bias?
- Why should body size be included in our anti-bullying policy?
- Are we sure weight gain or loss isn’t due to the job?
- Is weight sensitivity part of our training?
- Are our higher weight staff given equal chances of promotion as other staff?
- How do we know our offers of help with weight (e.g. Wellness Programmes) aren’t seen as pressure, or discriminatory?