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The relationship between body weight and perceived weight-related employment discrimination: The role of sex and race

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Abstract

This study provides unique empirical evidence regarding a growing concern internationally: weight discrimination in the workplace. Using survey data from a national sample of 2838 American adults, it responds to Puhl and Brownell’s [Puhl, R., & Brownell, K. D. (2001). Bias, discrimination, and obesity. Obesity Research, 9, 788–805] call for additional research investigating the prevalence of discriminatory experience among overweight employees, and to their more specific call for research that takes sex and race into account when examining weight discrimination. The results indicate that women are over 16 times more likely than men to perceive employment related discrimination and identify weight as the basis for their discriminatory experience. In addition, overweight respondents were 12 times more likely than normal weight respondents to report weight-related employment discrimination, obese 37 times more likely, and severely obese more than 100 times more likely. The implications of the study’s findings for organizations, policy makers, overweight employees, and career counselors are discussed, and future research directions suggested.

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... Voluminous research and writing examine the unfortunate reality of fatphobia and anti-fat bias in social and political life with a subtext focused squarely on interpersonal dimensions that in turn affect material conditions and experiences. For example, in employment, fat people tend to have a more difficult time finding work (Cawley, 2004;Flint et al., 2016;Roehling et al., 2007) and when they do, they earn less money, with fat women earning the least (Cawley, 2004;Roehling et al., 2007). In one survey, over 90% of human resources professionals report they would hire a thin person over a fat person with the same qualifications; 15% report that they would not promote a fat employee; 1 in 10 human resources professionals think it is acceptable to fire an employee for being fat (Personnel Today, 2005); and it is perfectly legal to fire fat people simply because they are fat in 49 of 50 states in the United States (Martin, 2017). ...
... Voluminous research and writing examine the unfortunate reality of fatphobia and anti-fat bias in social and political life with a subtext focused squarely on interpersonal dimensions that in turn affect material conditions and experiences. For example, in employment, fat people tend to have a more difficult time finding work (Cawley, 2004;Flint et al., 2016;Roehling et al., 2007) and when they do, they earn less money, with fat women earning the least (Cawley, 2004;Roehling et al., 2007). In one survey, over 90% of human resources professionals report they would hire a thin person over a fat person with the same qualifications; 15% report that they would not promote a fat employee; 1 in 10 human resources professionals think it is acceptable to fire an employee for being fat (Personnel Today, 2005); and it is perfectly legal to fire fat people simply because they are fat in 49 of 50 states in the United States (Martin, 2017). ...
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Through this study researchers explore the photos, narratives, and overall experiences of 11 fat college students with physical campus environments. Using a blended approach to combine a fat studies framework, campus ecology, and the concept of body terrorism, we unearth the difficulty students have in these environments. We offer our perspectives and experience of departures in photovoice research through our attempt at a power-conscious collaborative photovoice approach. Findings include significant impacts on physical health, mental health, and safety of fat college students, manifesting as a form of body terrorism.
... Weight discrimination is a pervasive and far-reaching stressor associated with negative health and professional outcomes (Puhl et al., 2008;Wang et al., 2020). Higher weight individuals are stereotyped as lazy and incompetent, and these stereotypes bias professional evaluations and foster workplace mistreatment including discriminatory hiring, promotion, and termination (Roehling, 1999;Roehling et al., 2007). Further, although pervasive throughout the U.S., there is no federal legislation protecting employees from weight-based discrimination (Sabharwal et al., 2020). ...
... Weight discrimination is a common and damaging form of workplace mistreatment (Roehling et al., 2007). Coworkers and supervisors perpetrate weight discrimination and this mistreatment occurs across several critical employment contexts (e.g., selection, promotion, termination; Puhl & Brownell, 2006;Roehling, 1999). ...
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Workplace weight discrimination is pervasive and harms both individuals and organizations. However, despite its negative effects on employees and employers, the social and psychological processes linking weight discrimination and workplace outcomes remain unclear. Rooted in evidence that people regularly dehumanize and dismiss the emotions of heavier individuals, the current work tests one socioemotional pathway linking workplace weight discrimination and professional outcomes: social pain minimization (SPM). SPM refers to feelings of emotion invalidation when people share negative social experiences with others and feel their hurts are discounted and dismissed by their colleagues. Across two studies using cross-sectional and prospective designs (Ntotal = 661), the current work provides evidence that workplace weight discrimination increased feelings of SPM, which in turn was associated with greater burnout, lower job satisfaction, and more counterproductive work behaviors. In the wake of workplace weight discrimination, subsequent SPM negatively affects workplace outcomes. For those experiencing workplace weight discrimination, mistreatment and invalidation frequently operate as a one-two punch to critical organizational outcomes.
... This may lead to real forms of weight-bullying and weight-based victimization in educational settings [6] and to discrimination and inequality (e.g., in recruitment, salary or treatment of staff) in the work environment [7]. Especially women, in addition to historically suffering from gender inequality, suffer from more weight-based discrimination in the workplace than men [8] and are stigmatized at lower weights than men [9]. Weight stigma is pervasive in Western culture and societies, especially in the media messages that convey unrealistic and perfectionist ideals of beauty [10] and condemn obesity as a consequence of laziness and lack of willpower [4]. ...
... Specifically, there was a stronger association between weight stigma and decreased mental health as BMI increased [20]. The lack of significant moderation by gender may seem somewhat counterintuitive considering that multiple studies have suggested a stronger association between weight stigma and HRQOL indicators in females [8,9,21,22]. This stronger relationship may be attributed to the pervasive influence of the thin ideal in feminine beauty standards [20], underscoring the importance of further examining the role of weight stigma in the female population. ...
Article
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Purpose Health-related quality of life (HRQOL) refers to an individual's perception of their physical and mental health status over time. Although emerging evidence has documented a negative association between weight stigma (i.e., negative weight-related attitudes and beliefs towards individuals with overweight or obesity) and mental HRQOL, its influence on physical HRQOL still needs to be fully clarified. This study aims to investigate the impact of internalized weight stigma on mental and physical HRQOL by employing a structural equation modeling (SEM) approach. Methods The Short Form Health Survey 36 (SF-36) and the Weight Bias Internalization Scale (WBIS) were administered to a sample of 4450 women aged 18–71 (Mage = 33.91 years, SD = 9.56) who self-identified in a condition of overweight or obesity (MBMI = 28.54 kg/m²; SD = 5.86). Confirmatory factor analysis (CFA) was conducted to assess the dimensionality of the scales before testing the proposed structural model. Results After establishing the adequacy of the measurement model, SEM results revealed that internalized weight stigma was significantly and negatively associated with both mental (β = − 0.617; p < 0.001) and physical (β = − 0.355, p < 0.001) HRQOL. Conclusion These findings offer additional support to prior research by confirming the association between weight stigma and mental HRQOL. Moreover, this study contributes to the existing literature by strengthening and extending these associations to the physical HRQOL domain. Although this study is cross-sectional in nature, it benefits from a large sample of women and the use of SEM, which offers advantages over traditional multivariate techniques, e.g., by explicitly accounting for measurement error. Level of evidence: Level V, descriptive cross-sectional study.
... As for the loss of income in relation to obesity, this was reported less often by German participants, but there was a significant difference concerning the average level of discrimination between the two countries. Our findings are in line with previous studies that documented associations between perceived weight-based discrimination and problems experienced by employees [28][29][30]. Roehling et al. reported that employees with a BMI over 30 kg/m 2 are even 37-fold more likely to suffer from employment discrimination than their normal-weight counterparts. Moreover, they concluded that given the particularly high levels of weight bias and discrimination in an employment setting, antibullying legislation is needed to develop a novel stigma-prevention policy and improve the situation of overweight people in the workplace [28]. ...
... Roehling et al. reported that employees with a BMI over 30 kg/m 2 are even 37-fold more likely to suffer from employment discrimination than their normal-weight counterparts. Moreover, they concluded that given the particularly high levels of weight bias and discrimination in an employment setting, antibullying legislation is needed to develop a novel stigma-prevention policy and improve the situation of overweight people in the workplace [28]. ...
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Objectives: The aim of this study was to compare the level of discrimination among patients with obesity living in Poland and Germany. Methods: This was a retrospective cross-sectional international multicenter survey study including 564 adult participants treated for morbid obesity at selected healthcare facilities in Germany (210 patients) and in Poland (354 patients). Discrimination was evaluated using a custom-made questionnaire based on the related literature. Results: The level of obesity discrimination did not differ between German and Polish patients (p = 0.4282). The presence of obesity was reported to be associated to a large or a very large extent with the feeling of social exclusion and discrimination by 46.63% of German participants and 42.09% of Polish ones (p = 0.2934). The mean level of discrimination related to the lack of employment was higher in patients who underwent bariatric surgery or endoscopic method than in those who underwent conservative treatment (for Germany: 2.85 ± 1.31 (median, 3) vs. 2.08 ± 1.31 (median, 1), p = 0.002; for Poland: 2.43 ± 1.15 (median, 2) vs. 1.93 ± 1.15 (median, 1), p = 0.005). The level of discrimination was associated with sex, age, the degree of obesity, and treatment-related weight loss (p < 0.05). Conclusions: Our findings confirm that obesity significantly affects the social and economic well-being of patients. There is a great need to reduce weight stigma and to take measures to alleviate the socioeconomic and psychological burden of obesity.
... 50 This discrimination is stronger towards women living with obesity compared to men. [50][51][52] These bias assessments and stereotypical assumptions translate into discriminatory behaviour where people living with obesity are less likely to be invited for an interview. 53 Research also highlights that employees living with obesity receive a lower starting salary, are ranked as less qualified and expected to work longer hours compared to employees with a healthy weight. ...
Article
Understanding the lived experience of obesity, just like any other chronic outcome, is essential to addressing deep routed inequalities and stigma associated with obesity, as well as creating more inclusive and effective policies and healthcare. The psychosocial aspects of obesity are vast and as such the lived experience of obesity differs between individuals and groups. However, there are consistent psychosocial issues identified within empirical studies as well as lived experience accounts that require consideration and potential adaption in the design and delivery of care including weight management and obesity services. Improving perceptions and understanding of the lived experience can also foster empathy which appears to be lacking based on research examining everyday encounters, media portrayal of people living with obesity, and in healthcare settings. Stigma and discrimination are consistent and, in some instances, occur daily in many societal settings leading to mental and physical health concerns, social disengagement and dysfunctional relationships with significant others, as well as avoidance of health promoting activities and settings. Using a narrative review approach, our aim was to examine the empirical evidence generated in countries across the world, reporting on the real‐life experiences of people living with obesity. Our search strategy was informed by existing empirical evidence of the psychosocial aspects of obesity and an in‐depth interview exploring the lived experience of obesity specifically conducted to inform this article. In doing so, we highlight key psychosocial aspects and provide a voice for a personal account of the challenges experienced in child and adulthood. Recommendations are offered for stakeholders including policymakers and practitioners that aim to address these real‐life challenges experienced by people living with obesity.
... Consequently, the most common stereotypes are that people with obesity are lazy and lack self-control and self-discipline [7]. These stereotypes and prejudices result in discriminatory behaviors towards them [8,9], which often lead to more depressive symptoms, increased perceived stress and reduced social support [10], all of which can contribute to a failure of care [11]. Ultimately, weight stigma negatively affects overall quality of life -which encompas physical health, psychological well-being, independence, social relationships, personal beliefs, and environmental factors according the World Health Organization [12] by fostering discriminatory behaviors that contribute to increased depressive symptoms, heightened perceived stress, and diminished social support. ...
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Background After a literature review and interviews with patients living with obesity, key psychosocial determinants such as coping strategies, weight bias internalization, body dissatisfaction and self-efficacy were identified as critical to address obesity-related stigma. The intervention was tailored using evidence-based techniques and input from health professionals to ensure relevance and avoid redundancy. This randomized controlled trial (RCT) aims to evaluate the effect of an intervention specifically designed to address weight stigma among individuals living with obesity. Methods The study compares two parallel arms following different interventions: Patient Education as Usual (PEU) program and the newly developed Patient Education STEREOBES (PES) program, which integrates additional components to counteract weight stigma. The PES program, crafted using the Intervention Mapping process, addresses key psychosocial determinants such as self-efficacy, body image, and coping strategies. It incorporates workshops focused on psychoeducation, physical activity, and emotional regulation through innovative techniques like mindfulness, assertiveness training, and Acceptance and Commitment Therapy (ACT). The program emphasizes group activities and patient interaction to foster resilience against stigmatizing experiences and promote healthier lifestyle choices. This comprehensive intervention is designed to improve psychological, behavioral, and physical outcomes, particularly by reducing the internalization of weight bias and enhancing coping mechanisms. Discussion Patients in the PES arm should demonstrate significant improvements in quality of life and self-efficacy compared to the PEU arm. Psychosocial factors should mediate the effect of the intervention on the outcomes involving quality of life and behaviors. This study will provide valuable insights into the role of weight stigma in obesity treatment and the effectiveness of targeted interventions. Trial registration This research protocol has been approved by the Individual Protection Committee Northwest IV (National n°2023-A00327-38) and registered on Clinicaltrial.gov (NCT05906238) on June 7, 2023.
... Females, influenced by their roommates, expressed a greater willingness to lose weight compared to male. This could be due to their anxiety about appearance and body image, and the fact that females are more likely to feel weight discrimination, prompting them to make more efforts towards weight loss (Yaemsiri et al., 2011;Harring et al., 2010;Roehling et al., 2007). Although most of the function and quality indicators of low weight students are better than obese and overweight students, but in the absolute indicators such as vital capacity and sit-and-reach test scores are worse, which suggests that the body type is too thin will also have a certain negative impact on the physiological function and quality of college students, for example, female students due to irrational diet control, the lack of necessary physical activity (especially strength training), may lead to low BMI to a certain extent, and the loss of muscle strength, osteoporosis, and endocrine disorders caused by low body weight may take their toll on the physical health of college students. ...
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Objective To identify trends in physical fitness test scores of college freshmen and their physical fitness from 2018 to 2021, and to analyze the relationship between college students’ Body Mass Index (BMI) and Physical Fitness Index (PFI). Methods This study obtained physical fitness test data from 7,541 freshmen at a university in Beijing, China, from 2018 to 2021. Analysis of variance (ANOVA) was used to compare the physical fitness indicators among different BMI levels by gender. A nonlinear quadratic regression model was used to evaluate the relationship between BMI and each indicator within gender groups. Results The BMI of freshmen in China was generally increased over the study period, and BMI levels influenced students’ physical fitness indexes to varying degrees. BMI was significantly correlated with the physical fitness indexes and PFI. The increase in BMI had a greater influence on the PFI of males than females. Conclusion Students with a normal BMI show better physical fitness. A BMI below or above the normal range may result in poor physical fitness. The relationship between BMI and PFI has an inverted u-shaped curve. Physical education programs should be tailored to students with different fitness levels and fundamentals, including but not limited to the development of strength, speed, and other qualities.
... Also, difficulty finding a job or advancing to higher positions can result in lower income and financial problems. Higher health or medical costs, as well as lower quality of life, limits on physical activity, difficulty in performing daily activities, and physical ailments and pain, cause overweight and obese people to withdraw from many sectors of public life (Cawley and Meyerhoefer, 2012;Fontaine and Barofsky, 2001;Puhl and Heuer, 2009;Roehling et al., 2007). ...
Article
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Obesity is not only a medical problem, but also a psychological one. People with obesity often experience stigma, discrimination, and prejudice, which can lead to low self-esteem, depression, and anxiety. In addition, unhealthy eating habits are often linked to emotions such as stress, sadness, or boredom, which can lead to eating to excess. For this reason, understanding the psychological aspects of obesity is important for effective intervention in this area. Many factors influence the development of obesity, including genetic, hormonal, environmental, and behavioral factors. One of the most important factors is lifestyle, particularly eating habits. People with obesity are often characterized by unhealthy eating habits, such as high-calorie and processed foods, lack of meal regularity, and excessive consumption of sweets and sweetened beverages. This article focuses on the relationship between psychological factors and eating behavior in people with obesity. Gathering this information is important for understanding what factors may influence the development and persistence of obesity and what psycho-dietetic strategies may be effective in changing eating habits and reducing weight.
... While this is the first study to demonstrate such findings in fitness professionals, Chambliss et al. (2004) and Dimmock et al. (2009) reported similar, high blame subscale scores in exercise science students and fitness center employees, respectively. In most fitness certifications and curricula, there is a strong focus on preventing obesity, where there is often an oversimplification of obesity, which blames and stigmatizes individuals in larger bodies (Roehling et al., 2007;Tesh & Tesh, 1988). Interventions designed to reduce weight bias by including information about the complex nature of obesity (e.g., uncontrollable causes of obesity) have been shown to successfully reduce blame (Rukavina et al., 2010;Wijayatunga et al., 2019) and social weight bias (Rukavina et al., 2010) in undergraduate students. ...
Article
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Limited and conflicting research is available regarding weight biases in the fitness industry, yet implications of such biases are pervasive. Individuals in larger bodies often experience stigma and prejudices due to their weight, and anti-fat attitudes have been normalized in the fitness industry and associated educational pipelines. Current literature on weight biases in the fitness industry lacks context and fails to examine these biases from an intersectional lens. Therefore, this study explored how social identities (e.g., age, gender, race, etc.) influence weight biases in fitness professionals. Fitness professionals completed an electronic survey that included demographic questions and measures of weight bias (Anti-Fat Attitudes Test; AFAT) and body dissatisfaction (Contour Drawing Rating Scale). Women in the healthy (2.02 ±\pm 0.51) and overweight (1.97 ±\pm 0.49) BMI categories had significantly greater total AFAT scores (p=.003p = .003 and p=.023p = .023, respectively) compared to women in the obese BMI category (1.63 ±\pm 0.48). For participants who had completed some college, those who were classified in the healthy BMI category had significantly greater total AFAT scores (2.05 ±\pm 0.50) compared to those in the overweight BMI category (1.72 ±\pm 0.46). For participants who completed a master’s degree, those in the healthy BMI category (2.08 ±\pm 0.56) and overweight BMI category (2.05 ±\pm 0.43) had significantly greater total AFAT scores compared to those in the obese BMI category (1.48 ±\pm 0.46). There was a direct effect of gender, body dissatisfaction, race, and BMI on AFAT subscales. There was also a significant direct effect of body dissatisfaction on AFAT subscales. Across all variables, AFAT scores were highest for the physical subscale (2.69 ±\pm 0.91) and lowest for the social subscale (1.43 ±\pm 0.45). Fitness professionals exhibit explicit weight biases, and future research should examine the implications of such biases.
... Primarily, intersectionality theory has been conceptualized through the scope of identities such as race, gender and social class; however, auxiliary identities, such as weight status have also been found to interact and impact an individual's lived experience. For example, the intersection of female sex and obesity have been found to produce a 16 times higher chance of experiencing weight-related stigma at work than their male counterparts (Roehling et al., 2007). In combination with the MAIP model, which is focused on the specific multicultural variable level, intersectionality theory provides a broader scope which enables us to attend to the context within which these variables impact the individual. ...
Article
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The present study investigated whether multicultural variables derived from the Multicultural Assessment‐Intervention Process model (shifting, gender roles, acculturation, perceived discrimination) could predict levels of internalized weight bias (IWB) or disordered eating behaviours in 429 Asian American adult women. A facet of shifting, White beauty conformity and mainstream acculturation were the only multicultural variables that significantly predicted all five body‐ and eating‐related outcomes (IWB, restraint, eating, shape and weight concerns). Gender roles and two aspects of perceived discrimination (social exclusion and stigmatization) also showed predictive ability for one or more of the outcome measures. Results highlight the relationship between multicultural and body‐ and eating‐related variables for Asian American women and underscore the salience of body shape and weight, the importance placed on conforming to Western culture and beauty standards and the detrimental effects of doing so for this population. Clinical implications and future research are discussed.
... Interestingly, participants who were overweight reported higher stress levels relative to those who were not "recorded", suggesting that weight stigma creates stressful events. Furthermore, there are reports of discrimination in employment and education among individuals with high weight, thus exacerbating a stressful context within the reality of the weight status [35,36]. Importantly, this psychologically demanding environment can potentially lead to depression [37]. ...
Article
Recovery from substance use disorders (SUD) is multifactorial. Being overweight could negatively impact physiological and psychological health-related parameters. Using model selection, we examined associations between body mass index (BMI) and negative emotional states (NES; e.g., stress, anxiety, depression) in 54 men with SUD and under treatment in five different therapeutic recovery centers. We found that BMI was positively associated with stress (p < .001), anxiety (p < .001), and depression (p = .002). Therefore, our findings suggest that decreasing the accumulation of body fat might contribute to improving mental health in individuals with SUD during recovery.
... Women represent higher numbers in the counseling profession. Women experience more discrimination than men (McHugh & Kasardo, 2012;Roehling et al., 2007), and it is unknown if people who identify as gender non-binary experience more or less weight bias. By not distinguishing the gender of the counselor, our ability to make inferences across genders is limited. ...
... discrimination in their workplace. 17,36,37 Interventions become geared towards addressing downstream influences, thus leaving upstream influences (i.e., work) unchanged. 32 The second reason relates to dilution of individual context and exposure, where salient aspects contributing to individual health and wellbeing are diminished by the research and knowledge translation process ( Figure 1). ...
Article
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The link between work and health outcomes for preconception, pregnant, and postpartum (PPP) working women is complex. Further, innovation and enhanced understanding are required to address the work-related determinants of maternal obesity. However, workplace health promotion is not typically systems-based nor attuned to the specific needs and context of individual PPP women. We propose that to improve health outcomes for PPP women, we must understand the pathways between paid work and health for the individual woman by taking a systems-thinking approach. In this paper, we (a) outline the rationale for why the oversimplification or "dilution" of individual context may occur; (b) present a systems-informed pathway model (the "Context-Exposure-Response" Model) and overview of potential work-related impacts on health and wellbeing outcomes for PPP women using maternal obesity to provide context examples; (c) further investigate the role of motivational factors from a systems perspective; and (d) briefly examine the implications for policy, practice, and intervention design. It is anticipated that this research may act as a starting point to assist program developers, researchers, and policymakers to adopt a systems-focused perspective while contributing to the health improvement and obesity prevention of PPP women.
... Robust meta-analytical research on weight at work suggests that fatter employees suffer from poor economic outcomes at work (Nowrouzi, 2015). For instance, organizations are less likely to select fatter employees (Agerström & Rooth, 2011;M. V. Roehling et al., 2007;Rudolph et al., 2009;Vanhove & Gordon, 2014). Once employed, managers and customers rate fatter employees as poorer performers, irrespective of objective outcomes (Rudolph et al., 2009;Ruggs et al., 2015), and-creating a double-bind-train their fatter employees less effectively (Shapiro et al., 2007). Interpersonal mistreatment from cust ...
Article
Popular and influential social commentators have called organizations complicit in perpetuating weight-based bias and mistreatment. Although our field has advanced our understanding of the economic consequences of being fat at work (e.g., salary; job performance; and promotions), we urgently need more research on the interpersonal experiences of this swath of workers so that we can appropriately advise organizations. In this article, we describe how organizational psychology researchers can answer this call to do more research on weight at work (a) even while feeling uncomfortable with a topic that can feel personal, medicalized, and/or overly intertwined with other DEI-based topics; (b) by incorporating insightful research from outside disciplines that centers weight controllability and weight-based mistreatment deservedness; and, critically, (c) while approaching weight at work research with a respectfulness that conveys an understanding of the complexities intertwining weight, health, and personal agency. In culmination, this article offers to our field a flexible, living document entitled Best Practices for Weight-Based Research in Organizational Studies.
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Ozbilgin, Samdanis and Arsezen (2023) explain that appearance diversity intersects with other forms of diversity, leading to locally meaningful outcomes. As part of appearance, body shape, body paintings, and body weight (Roehling, Roehling & Pichler 2007) are considered as salient diversity categories in some contexts. ...
... Les managers associeraient davantage l'incompé tence, la paresse et l'inefficacité à ces personnes, que la productivité , l'ambition et l'efficacité (Agerströ m & Rooth, 2011 ;Watson et al., 2018). D'autres é tudes ont é galement montré que ces personnes sont perçues comme stupides, incompé tentes, é motionnellement instables, paresseuses et manquant de volonté (Roehling et al., 2007 ;Roehling et al., 2013). Elles seraient jugé es comme faibles de caractè re, responsables de leur obé sité , peu attrayantes (Desrumaux et Pohl, 2018 ), moins dé sirables et moins utiles comparativement à des personnes plus minces (Morchain & Kerneis-Pinelli, 2013). ...
... Lesbian participants described coming out at work and not being believed because others saw them (/ their bodies) as too feminine. Failure to work towards or achieve the ideal organizational body can therefore expose women to workplace hyper-visibility and mistreatment (Levay 2014;Roehling et al. 2007). ...
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¬This paper reviews research on cis women’s bodily self-discipline in the workplace. We compare literature exemplifying the ‘bodily turn’ in organization and management studies to scholarship on menopause at work, to identify key themes across these oeuvres and the significance of the blind spots in each. There is little overlap between them: only eleven organization and management studies publications dealt with menopause. In classifying these literatures using Forbes’ (2009) concept of co-modification, we distil four themes: bodily moulding; non-disclosure; failing; and resistance, redefinition and reclamation. Based on this, we argue for more substantive considerations of menopause in organization and management studies, and suggest what the organization and management literature has to offer its sister scholarship. For example, we foreground how menopause exacerbates the visibility paradox facing female workers which organization and management studies identifies; and argue that menopause at work scholarship should pay more attention to specific bodily accommodations, refusals and the ‘unscripted’ aspects of menopause in organizations.
... Moreover, because Italy has always been the country of fashion, larger attention is devoted to physical appearance. Thus, according to international studies, weight-based discrimination would be a relevant topic, strongly affecting every aspect of obese people's everyday life including labour market outcomes (see, e.g., [18] and [65]). However, since obesity denotes a major issue in every developed country, the existing literature has devoted much less attention to the weight bias in the job market compared to race and gender discrimination (see, for instance, [2]). ...
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This paper investigates the effects of obesity, socio-economic variables, and individual-specific factors on work productivity across Italian regions. A dynamic panel data with correlated random effects is used to jointly deal with incidental parameters, endogeneity issues, and functional forms of misspecification. Methodologically, a hierarchical semiparametric Bayesian approach is involved in shrinking high dimensional model classes, and then obtaining a subset of potential predictors affecting outcomes. Monte Carlo designs are addressed to construct exact posterior distributions and then perform accurate forecasts. Cross-sectional Heterogeneity is modelled nonparametrically allowing for correlation between heterogeneous parameters and initial conditions as well as individual-specific regressors. Prevention policies and strategies to handle health and labour market prospects are also discussed.
... When examined experimentally, weight-based social identity threat has been associated with reduced exercise self-efficacy and motivation (Li et al., 2014), ordering higher calorie foods (Brochu & Dovidio, 2014), increased blood pressure, reduced executive control, and increased emotional distress (Major et al., 2012). Given the abundance of weight-related stigma and discrimination in social (Himmelstein & Puhl, 2019), romantic (Cote & Begin, 2020), and family situations (Lydecker et al., 2018), as well as physically active (Meadows & Bombak, 2019), healthcare settings (Puhl & Heuer, 2009), environments with high intellectual demands (Nutter et al., 2019), and situations that require hard work (Roehling et al., 2007), we speculate that higher-weight individuals will be most vulnerable to experiencing weight-based social identity and stereotype threat in these settings. While previous studies have measured stigma anticipation and fear of stigma (Lillis et al., 2010), to the best of our knowledge, no validated weight-based social identity threat measures exist. ...
Article
This study assessed the factor structure of a novel self-report measure of weight- and shape-based social identity threat vulnerability, Social Identities and Attitudes Scale-Weight and Body Shape (SIAS-WBS). Weight and race diverse young adults (N = 542; Mage=21.69 +2.32; 69% ciswomen) were recruited from Amazon Mechanical Turk and a university participant pool. Exploratory and confirmatory factor analyses, measurement invariance, internal consistency, convergent validity, and test-retest reliability were conducted. The SIAS-WBS had acceptable factor structure with 15 subscales that were invariant across race, ethnicity, gender, weight perception, and CDC-defined weight groups. The measure demonstrated high internal consistency, convergent validity, and good test-retest reliability. Subscales were Weight & Shape Identification (Influence and Centrality), Weight & Shape Stigma Consciousness, six identification and six negative affect factors across the domains of: Social, Familial, Romantic, Intellectual, Physical Activity, and Physical Attractiveness. Participants in higher weight groups who perceived themselves as lower weight status, reported lower Weight & Shape Identification-Influence (p = 0.02) and lower Stigma Consciousness (p = 0.01), relative to those perceiving themselves as higher weight status. Participants perceiving themselves as higher weight status endorsed lower Physical Activity Identification (p < 0.001) and more negative affect across all domains (p’s < 0.02). This suggests that weight misperceivers may be less susceptible to weight-based identity threat.
... Apart from the numerous ethical dilemmas it raises, weight stigma and the internalization of weight bias have been found to be harmful to both mental [33][34][35][36][37][38][39][40][41][42][43][44] and physical health. 31,33,35,36,40,[42][43][44][45][46] Such stigma can also cause discrimination against overweight or obese individuals in various areas, 47,48 including in employment, [49][50][51][52] and has particularly pernicious effects in the healthcare industry, resulting in poorer standards of care for individuals with fat bodies. [25][26][27][28]31,32,36 Empirical studies and theoretical discourse indicate that participation in the FA movement increases feelings of empowerment, body esteem, and other positive mental health outcomes, especially for overweight or obese women, helping address the deleterious impacts of weight stigma. ...
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The fat acceptance (FA) movement aims to counteract weight stigma and discrimination against individuals who are overweight/obese. We developed a supervised neural network model to classify sentiment toward the FA movement in tweets and identify links between FA sentiment and various Twitter user characteristics. We collected any tweet containing either “fat acceptance” or “#fatacceptance” from 2010–2019 and obtained 48,974 unique tweets. We independently labeled 2000 of them and implemented/trained an Average stochastic gradient descent Weight-Dropped Long Short-Term Memory (AWD-LSTM) neural network that incorporates transfer learning from language modeling to automatically identify each tweet’s stance toward the FA movement. Our model achieved nearly 80% average precision and recall in classifying “supporting” and “opposing” tweets. Applying this model to the complete dataset, we observed that the majority of tweets at the beginning of the last decade supported FA, but sentiment trended downward until 2016, when support was at its lowest. Overall, public sentiment is negative across Twitter. Users who tweet more about FA or use FA-related hashtags are more supportive than general users. Our findings reveal both challenges to and strengths of the modern FA movement, with implications for those who wish to reduce societal weight stigma.
... As a result of biases, prejudices and stereotypes, women may experience adverse behavior from their colleagues, such as incivility and harassment, which undermine their well-being [e.g., 195,196]. Biases that go beyond gender, such as for overweight people, are also more strongly applied to women [197]. ...
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Introduction: Black sexual and gender minoritized (SGM) people assigned female at birth (AFAB) face notable barriers to cervical cancer screening, including racism, heterosexism, and cisgenderism. Although weight-based discrimination is prevalent in the United States and may compound other forms of discrimination, no study has examined the association between weight-based discrimination in health care settings and Pap test use among Black SGM AFAB. Materials and Methods: We conducted a cross-sectional online survey among Black SGM AFAB adults aged 18–45 years (N = 135) and used multivariable logistic modeling to analyze the association between weight-based health care discrimination and Pap test use, adjusting for demographic, socioeconomic, and health care factors. Results: Approximately one quarter (27.5%; n = 33) of respondents eligible for a Pap test had ever experienced weight-based health care discrimination. Moreover, 63.3% (n = 76) and 45% (n = 54) of respondents had ever received a Pap test in their lifetime and in the last 3 years, respectively. Respondents who had experienced weight-based health care discrimination had significantly lower adjusted odds of having ever received a Pap test in their lifetime (odds ratio [OR] = 0.10; 95% confidence interval [CI]: 0.02–0.40) and in the last 3 years (OR = 0.07; CI: 0.01–0.31) compared with those who had never experienced such discrimination. Discussion: Additional research is needed to elucidate the unique experiences of specific subgroups of Black SGM people and to inform policies, norms, and practices that mitigate the occurrence and effects of weight-based health care discrimination among Black SGM people in the context of cervical cancer screening and other health services.
Chapter
Fat stigma exists across society, particularly in health care and employment. For fat political candidates, this can make campaigns more challenging and more costly. In this chapter, we use fat stigma and fashion to assess the barriers that fat political candidates face as they seek political office. Because fat people are seen as less competent, less professional, and less healthy, fat candidates are seen as less electable. But, fashion—dressing the part—may help candidates overcome some of this stigma. Unfortunately, fashion is not as accessible for fat candidates as it is for others. This makes it more challenging for fat candidates seeking political office.
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This article investigates the effect of unemployment on obesity during the Great Recession. Previous studies using mainly individual data surveys find that the relationship is inconclusive. Motivated by the current economic crisis due to the coronavirus pandemic, we revisit the debate and exploit cross county US data, a relatively unexplored dataset in the study on obesity. We find a pro-cyclical relationship between unemployment and obesity. We further explore whether the positive relationship may relate to lack of recreation and physical exercises during the great economic downturn due to the scarcity of public recreational and fitness facility (RFF). Our findings show that the effect of unemployment on obesity is significant in both counties with scarce and abundant RFF. Hence, the limited access to public RFF during the COVID pandemic may, by itself, not contribute to weight gain among adult Americans.
Chapter
Bu bölüm kapsamında, çalışma hayatında obez bireylerin yaşantılarını ve obeziteye yönelik damgalayıcı tutum ve algıları tespit etmek amacıyla bir saha araştırması kurgulanmıştır. Saha araştırmasında, amaçlı örnekleme ve kartopu örnekleme yöntemi kullanılarak, hizmet sektörü çalışanlarından (sağlık, eğitim, güvenlik, ulaşım); obez birey ve obezite kavramları-na yönelik akıllarına gelen ilk kelimeleri belirli bir sınırlama olmaksızın yazmaları istenmiş, ayrıca çalışma hayatında obez bireylerin yaşayacakları sorunlara yönelik düşünceleri sorgu-lanmıştır. Araştırmaya 64 hizmet sektörü çalışanı (35 Erkek, 29 Kadın) gönüllü olarak ka-tılmıştır. Araştırma kapsamında, yapılandırılmış soru formu tercih edilmiş, elde edilen veri-ler, içerik analizi ve tematik analize tabi tutulmuştur. Verilerin geçerlilik ve güvenilirliğinin sağlanması amacıyla iki doktor öğretim üyesi ve doktora tezinde nitel araştırma yöntemi kullanmış olan bir öğretim görevlisinin katılımıyla komite gerçekleştirilmiştir. Analiz sonuç-larının görselleştirilmesi amacıyla Maxqda2020 nitel analiz programından yararlanılmıştır. Araştırma sonuçları ve yazarlar tarafından yapılan literatür incelemesi sonucunda "obez bireye yönelik damgalama", "obezlere yönelik işe alım ayrımcılığı" ve "iş yerinde obeziteyi etkileyen faktörler ve obez bireylerin iş yerinde yaşadıkları sorunlar" olmak üzere 3 ana tema belirlenmiş, ilgili temalar araştırma sonuçları ve katılımcı ifadeleri literatür ile desteklenerek detaylı şekilde incelenmiştir. Obez bireylere yönelik damgalayıcı ifadeleri ve algıları tespit etmek amacıyla yapılan pilot araştırmada hizmet sektörü çalışanlarından obez birey ifadesine yönelik akıllarına gelen ilk kelimeleri (kavram ve ifadeleri) yazmaları istenmiş, bu kapsamda katılımcılardan 686 kelime toplanmıştır. Söz konusu kelimeler içerisinde 137 farklı kelimenin tekrar ettiği tespit edilmiştir.
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Objective: Weight stigma induces cardiovascular health consequences for people with obesity. How stigma affects cardiovascular reactivity in individuals with both obesity and hypertension is not known. Methods: In a randomized experiment, we assessed the influence of two video exposures, depicting either weight stigmatizing (STIGMA) or non-stigmatizing (NEUTRAL) scenes, on cardiovascular reactivity [resting blood pressure (BP), heart rate (HR), ambulatory BP (ABP), and ambulatory HR (AHR)], among women with obesity and high BP (HBP; n=24) or normal BP (NBP; n=25). Systolic ABP reactivity was the primary outcome. Laboratory BP and HR were measured before/during/following the videos, and ABP and AHR were measured over 19 hours (10 awake hours, 9 sleep hours) upon leaving the laboratory. A repeated measures ANCOVA tested differences in BP and HR changes from baseline in the laboratory and over ambulatory conditions between the two groups after each video, controlling for body mass index, baseline BP and HR. Results: Laboratory SBP/DBP increased 5.5+7.3/2.4+8.8mmHg more in women with HBP than NBP following the STIGMA versus NEUTRAL video (Ps<0.05). For the primary outcome, ABP increased more in HBP than NBP over sleep (SBP/DBP=4.2+20.6/4.7+14.2mmHg; Ps<0.05) following the STIGMA versus NEUTRAL video, as did HR during sleep (7.5+15.7bpm more in HBP than NBP; P<0.05). Conclusions: Weight stigma increases cardiovascular reactivity among women with obesity and HBP in the laboratory and under ambulatory conditions. Clinical trial registration: Registered at ClinicalTrials.gov (Identifier: NCT04161638).
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Grounded in self-determination theory, this cross-sectional study aims to explore the multiple mediating roles of perceived teachers’ support for students with obesity and their engagement in physical education. The study included 322 Chinese high school students with obesity (mean age, 16.84 [±0.147] years; 219 [68%] male, 103 [32%] female). Mplus 8.3 software was used to test the multiple mediating effects. After controlling for grade and gender, teacher support was found to neither directly affect students’ engagement nor directly stimulate their autonomous motivation; however, it could affect their engagement through the two pathways of 1) basic psychological needs and 2) the chain mediation of basic psychological needs and autonomous motivation. Results suggest that not all teacher support, but only teacher support meeting students’ basic psychological needs, can promote engagement in PE by students with obesity. Future research should explore strategies according to the physical and mental characteristics of students with obesity, to enrich and innovate the theoretical system of teacher support in physical education. Furthermore, teacher support interventions to promote engagement among students with obesity should be developed.
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Objective: As workplace wellness programs become increasingly popular, many concerns have been raised that these programs are inaccessible or infringe upon the legal rights of people with disabilities. In response to those concerns, we investigated the experiences of workers with disabilities with barriers to access for workplace wellness programs. Methods: We disseminated an electronic survey and conducted descriptive statistical analysis assessing the demographics, behavior, and attitudes of people with disabilities towards workplace wellness programs. Results: We found that the largest barriers to workplace participation are lack of access to careers dominated by large employers who offer more employee benefits, and issues regarding barriers to access within those employers. Conclusions: These findings indicate that there are significant barriers that prevent people with disabilities from fully participating in the workplace.
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Researchers of size say weight bias is harming their careers and well-being. Workplace changes can reduce the stigma. Researchers of size say weight bias is harming their careers and well-being. Workplace changes can reduce the stigma. Chelsea in a corn field touching a green leaf Chelsea in a corn field touching a green leaf
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Many instruments recommended for measuring attitudes toward fatness and “obesity” were developed in the 1990s, a time when the “obesity epidemic” was gaining momentum and anti‐fat rhetoric was normative. Consequently, these instruments have tended to focus on assessing negative appraisals of fatness and fat people and reinforce weight stigma. As fat discourse has matured and expanded to incorporate fat positive attitudes, a nonstigmatizing way of measuring contemporary fat attitudes and beliefs in quantitative research is required. To address this need, we developed the Fat Attitudes Assessment Toolkit (FAAT). In this article, we describe the development of the FAAT and provide initial evidence for the scale's validity and psychometric properties across three studies. Study 1 included a systematic process for developing the extensive item pool that was reviewed by subject matter experts and a community panel. We explored and identified an initial multidimensional structure for the FAAT. Study 2 expanded and confirmed the factor structure with additional analyses in an independent sample and provided evidence for the overall reliability of the subscale scores and reliability as a function of gender and identification as fat. Construct and criterion validity of the subscale scores were also demonstrated. Study 3 provided evidence for the test‐retest reliability of the FAAT subscales scores over time. The FAAT includes nine robust scales: Empathy, Activism Orientation, Size Acceptance, Attractiveness, Critical Health, General Complexity, Socioeconomic Complexity, Responsibility, and Body Acceptance. Specific subscales can be combined to form two composite measures: Fat Acceptance and Attribution Complexity. The scales that comprise the FAAT measure specific elements of attitudes towards fat people that are frequently targeted in weight stigma reduction research and activism; the FAAT thus offers a powerful and precise method for evaluating weight stigma reduction interventions that allows for an assessment of shifts toward more positive attitudes.
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Aim Weight-based stigmatization is prevalent. They have been reported in schools, work and healthcare settings. However, almost all the literature on such weight-based stereotypes were from Western countries. The study aims to evaluate the prevalence of weight-based stigmatization in an Asian population. Methods An anonymized questionnaire-based cross-sectional study was conducted. Respondents were asked about their socioeconomic status, followed by questions on perceived weight-based stigmatization across 4 domains (self, social, healthcare, work and education). A subsequent subgroup analysis was performed to evaluate the impact of different obesity classes on perceived stigmatization across these domains. Results A total of 101 respondents replied. Respondents with higher BMI were middle-aged (p = 0.040), Malays (p = 0.018), low-income (p = 0.041) and had lower educational qualifications (p = 0.038). Total prevalence of perceived weight-based stigmatization was 65.6%. Class III obesity respondents were more stigmatized at work (Prevalence Rate Ratio (PRR) 5.73, 95% Confidence Interval (CI): 1.16–28.47), and resort to increased consumption of unhealthy food or partake in lesser exercise due to stigma (PRR 24.94, 95% CI: 3.61-172.41). Conclusion Obesity stigmatization is equally prevalent in Asian societies. Individuals with higher BMI were more likely to report perceived stigmatization in the workplace, as well as maladaptive dietary and exercise behaviours in response to stigmatization, regardless of socioeconomic status.
Article
Purpose 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. Design/methodology/approach This paper reviews current perceptions, trends, laws and consequences related to obesity and weight discrimination and discusses the implications for organizations and HR professionals. Findings 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. Originality/value 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.
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Evidence indicates under-perception of overweight is associated with lower levels of weight loss. This might be due to ‘visual normalisation’ of overweight through comparisons made in communities where average body mass index (BMI) is high, which in turn, may protect against weight stigma and psychological distress. Evidence in support of this hypothesis was found initially in a precision-weighted multilevel logistic regression analysis of 3729 overweight Australians aged >18 y, after adjusting for age, sex and area-level disadvantage. Participants whose BMI was -1 kg/m² or less than the community mean BMI had lower odds of weight-related dissatisfaction (OR = 0.64, 95%CI = 0.51–0.80) and perceived overweight (OR = 0.56, 95%CI = 0.45–0.70), compared with peers whose BMI was within ± 1 kg/m² of the community mean. Moreover, participants whose BMI was 1 kg/m² or greater than the community mean BMI had higher odds of weight-related dissatisfaction (OR = 1.97, 95%CI = 1.69–2.30) and perceived overweight (OR = 2.81, 95%CI = 2.41–3.28) when compared to the same reference group. These findings were consistent for men and women; however, they were attenuated towards the null and rendered statistically insignificant after adjustment for personal BMI. Overall, these results indicate personal BMI, rather than the relative difference between personal and community BMI, is the stronger determinant of weight-related perception and satisfaction.
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We offer a primer for researchers who seek to carry out studies that evaluate the lived experience of larger‐bodied workers. We use objectification theory to describe the process by which intraculturally‐determined body size preferences impact how observers think about and react to larger‐bodied colleagues, and how these larger‐bodied colleagues internalize and cope with these judgements. Arguing that exploration of the objectification of larger‐bodied professionals is incomplete without the use of multidisciplinary lenses, we describe mechanisms that reinforce weight stigma, including the role of healthism‐based value systems, intersectionality, and body image. We conclude the primer by outlining areas for new research that highlights burgeoning applied demand for more nuanced, evidence‐based discussions of weight at work. Practitioner points In professional spaces, many workers feel comfortable “objectifying” their colleagues who occupy larger (i.e., “overweight”/”obese”) bodies. This means that workers (a) constantly compare their colleagues’ bodies to a “thin” standard, (b) feel a certain comfort in remarking on their larger‐bodied colleagues’ size, and (c) this judgment feeds into a cycle of self‐consciousness and self‐dislike that many larger‐bodied workers feel about themselves. This objectification process can be doubly harmful to the well‐being of larger‐bodied workers when they, too, occupy a secondary marginalized identity/ies, such as being female or of a minority ethnicity. The motivation for objectification comes from broader Western culture, which views the pursuit of health as a value that all people should pursue. Workers often assume their larger‐bodied colleagues are not pursuing health simply because of their size and can feel punitive toward them as a result. Organizational remedies for this objectification process include educational programming and training to talk about the myriad ways “health” may be realized; more precise information about the complex origin’s of one’s body size; education around how marginalization of larger‐bodied colleagues does not stimulate effective action, but instead harms these colleague’s mental health (and beyond).
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Attributing negative outcomes to prejudice and discrimination may protect the mood and self-esteem of some stigmatized groups. Thus, the overweight may be low in self-esteem because they blame their weight, but not the attitudes of others, for negative outcomes based on their weight. In an experiment, 27 overweight and 31 normal weight college women received either positive or negative social feedback from a male evaluator. Relative to other groups, overweight women who received negative feedback attributed the feedback to their weight but did not blame the evaluator for his reaction. This attributional pattern resulted in more negative mood for these overweight women in comparison with other groups. Dimensions of stigma that may account for differences in the tendency to attribute negative outcomes to prejudice, and implications of these findings for weight loss programs and psychotherapy for the overweight, are discussed.
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Protection against obesity discrimination is extremely limited under the Americans with Disabilities Act (ADA). No obese plaintiff has won using the actual disability theory, but a few have won under the “perceived disability” theory. Weight-related appearance standards are legal. We estimate weight-based wage penalties for young men and women. We find that mildly obese (20% over standard weight) white women experience greater wage penalties than black men experience for weight that is 100% over standard weight. Men do not experience wage penalties until their weight exceeds standard weight by over 100 lb. A “gender-plus” analysis under Title VII is more appropriate than the ADA for addressing the weight-based wage penalties that women experience.
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This study examined whether there is subcultural variation in the stigma of obesity. Black and White women rated photographs of thin, average, and large Black and White women on a number of evaluative dimensions. The photographs depicted professional models dressed in fashionable clothing. Results showed that White women rated large women, especially large White women, lower on attractiveness, intelligence, job success, relationship success, happiness, and popularity than they did average or thin women. By contrast, Black women did not show the same denigration of large women, and this was especially true when they were rating large Black women. A number of possible explanations are offered for these results, such as the difference in Black and White women's social role models, weight salience, subcultural beliefs concerning obesity, and disidentification from mainstream values.
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Research indicates that overweight job applicants and employees are stereo-typically viewed as being less conscientiousness, less agreeable, less emotionally stable, and less extraverted than their “normal-weight” counterparts. Together, the two reported studies investigate the validity of those stereotypes by examining the relationship between body weight and four relevant personality traits (conscientiousness, agreeableness, emotional stability, extraversion) using three measures of body weight (body mass index [BMI] based on self-reported height and weight, BMI based on clinically assessed height and weight, percentage body fat assessed by bio-impedance technology) in a diverse group of 3,496 adults from the United States. There is substantial convergence between the two studies, with findings tending to refute commonly held stereotypes about the personality traits of overweight employees.
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Each of 72 professional personnel consultants rated the suitability of 1 bogus applicant for selected masculine, feminine, and neuter jobs, and for alternatives to employment. Each resumé was identical with the exception of the systematic variation of the applicant's sex and the omission or inclusion of a photo depicting the applicant as physically attractive or unattractive. As predicted, personnel decisions strongly reflected the operation of sex-role stereotypes. These factors similarly affected consultants' recommendations of alternatives to employment and consultants' causal attributions of applicants' projected occupational successes and failures. (28 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Examined how the perceptions of 366 ethnically diverse operating-level employees (mean age 34 yrs) on discrimination from a variety of sources, including supervisors, coworkers, and the organization itself, affect their work-related attitudes and behaviors. Participants completed a measure of perceived discrimination. The results show that all 3 types of perceived discrimination had an effect on organizational commitment, job satisfaction, and organizational citizenship behavior. There was no relationship with grievances. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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Clearly there is ample evidence of differential treatment in employment settings for fat people, especially fat women. That such discrimination continues to exist, despite legislation such as Title VII of the Civil Rights Act and the ADA designed to eradicate discrimination in the workplace, is cause for concern. Research on the stigma of weight has only begun to examine the psychosocial origins of weight-related stigma and how this information may serve to inform interventions (Puhl & Brownell, 2003). However, until such interventions are developed, empirically tested, and utilized, the real and present economic hardship faced by fat men and women needs to be addressed. Currently, it appears that creating laws and policies at a more local level may be most effective in combating weight discrimination. In addition, there is some evidence that the introduction of a company policy can have an impact on the disparate treatment of employees based on personal characteristics such as weight (Bellizzi & Hasty, 2001). More research examining the benefits of such small-scale interventions should continue until, on a broader level, federal policies can be developed and passed to protect all workers. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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This study examined whether obese persons report more types of employment discrimination and employment-related victimization than do nonobese persons. This question has never been answered directly using obese and nonobese persons in naturalistic settings. The subjects were recruited through the National Association to Advance Fat Acceptance (NAAFA). They were assigned to one of three weight level groups: average (no more than 19% above ideal weight as defined by 1983 Metropolitan Life Height and Weight Tables), obese (20 to 49% above ideal weight), or very obese (50% or more above ideal average weight). Very obese subjects reported more types of employment discrimination, school victimization, attempts to conceal weight, and lower self-confidence than did nonobese subjects. Women reported more attempts to conceal their weight and lower self-confidence because of their weight than did men. Since permanent weight loss is not possible for most obese persons, the results of this study suggest that societal attitudes toward obese persons, particularly toward women, need to change in order to eliminate the employment-related discrimination and victimization experienced by the obese.
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Research in industrial/organizational (I/O) psychology has generally focused on objective measures of employment discrimination and has virtually neglected individuals' subjective perceptions as to whether a selection or promotion process is discriminatory or not. This paper presents two theoretical models as organizing frameworks to explain candidates' likelihood of perceiving that discrimination has occurred in a certain selection or promotion situation. The prototype model stresses the importance of the prototypical victim-perpetrator combination, the perceived intention of the decision-maker, and the perceived harm caused as possible antecedents of perceived employment discrimination. In the organizational justice model, procedural, informational, interpersonal, and distributive fairness play a central role in determining candidates' perceptions of discrimination. The fairness heuristic helps to explain which type of fairness information dominates these perceptions. Applications and research propositions are discussed as well as the similarities and differences between the two models. We conclude by offering several factors that may determine which model is used in deciding whether or not discrimination has occurred.
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The question of whether or not life success halo effects occur for weight for Black and White women was examined in an experiment using a 2 (race of woman) 2 (weight of woman) 2 (sex of participant) design and measures of perceived life success, attractiveness, and personality. The thinner White woman was expected to receive higher life success, attractiveness, and personality ratings than the heavy White woman. However, the heavy Black woman was expected to receive higher ratings than the thinner Black woman. The results were consistent with expectations. These results are discussed in terms of prior research on beauty, weight, and stereotyping.
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Two studies addressed the relationship between Protestant ethic (PE) ideology and psychological well-being for self-perceived overweight and normal weight women. In Study 1, PE beliefs interacted with self-perceived weight status: For very overweight women, higher PE beliefs were related to lower psychological well-being, whereas the opposite pattern emerged for normal weight women. The relationship of PE to well-being was not mediated by beliefs about controllability of weight or dislike of the overweight. In Study 2, either a PE ideology or an inclusive ideology was primed within the context of the stigma of overweight. For overweight participants, printing PE ideology led to decreased psychological well-being, whereas priming an inclusive ideology led to increased psychological well-being. Normal weight participants were unaffected. PE ideology as a vulnerability factor for the psychological well-being of the overweight is discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved) (journal abstract)
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This study examined the role that dimensions of racial identity play regarding the antecedents and consequences of perceived racial discrimination among African Americans. A total of 267 African American college students completed measures of racial identity, perceived racial discrimination, and psychological distress at 2 time points. After controlling for previous perceptions of discrimination, racial centrality was positively associated with subsequent perceived racial discrimination. Additionally, perceived discrimination was positively associated with subsequent event-specific and global psychological distress after accounting for previous perceptions of discrimination and distress. Finally, racial ideology and public regard beliefs moderated the positive relationship between perceived discrimination and subsequent distress. The results illustrate the complex role racial identity plays in the lives of African Americans.
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It has been said that obese persons are the last acceptable targets of discrimination.1-4 Anecdotes abound about overweight individuals being ridiculed by teachers, physicians, and complete strangers in public settings, such as supermarkets, restaurants, and shopping areas. Fat jokes and derogatory portrayals of obese people in popular media are common. Overweight people tell stories of receiving poor grades in school, being denied jobs and promotions, losing the opportunity to adopt children, and more. Some who have written on the topic insist that there is a strong and consistent pattern of discrimination, 5 but no systematic review of the scientific evidence has been done.
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This study assessed the relationship of race, weight, and desired weight change to body dissatisfaction and the relationship of desired weight change and body dissatisfaction to Eating Attitude Test (EAT-26) scores. Subjects were 373 white and 80 black college females. Results indicated that for both black and white women, current weight and desire to change weight were related to body dissatisfaction. White women, however, had significantly higher body dissatisfaction scores than did black women. For both black and white women, desired weight change and body dissatisfaction were related to EAT-26 scores. However, white women had significantly higher EAT-26 scores than did black women.
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Objective. This study contributes to the study of the relationship between obesity, occupational attainment, and earnings. Methods. Using data from the National Longitudinal Survey of Youth (NLSY), we utilize a multinomial logit specification to investigate the occupational selection of obese individuals. We then estimate earnings functions that account for the occupational attainment of the overweight. Results. We find that women pay a penalty for being obese, but overweight males, via occupational mobility, sort themselves into jobs to offset this penalty. Conclusions. Weight-related occupational sorting of males may be the outcome of the low barriers they face when moving across occupations. The occupational segregation found for obese women, however, may be mostly rooted in labor market discrimination.
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RESEARCH  Objectives. Recent studies suggest that lesbians and gay men are at higher risk for stress-sensitive psychiatric disorders than are heterosexual persons. We examined the possible role of perceived dis-crimination in generating that risk. Methods. The National Survey of Midlife Development in the United States, a nationally representa-tive sample of adults aged 25 to 74 years, surveyed individuals self-identifying as homosexual or bi-sexual (n = 73) or heterosexual (n = 2844) about their lifetime and day-to-day experiences with dis-crimination. Also assessed were 1-year prevalence of depressive, anxiety, and substance dependence disorders; current psychologic distress; and self-rated mental health. Results. Homosexual and bisexual individuals more frequently than heterosexual persons reported both lifetime and day-to-day experiences with discrimination.Approximately 42% attributed this to their sexual orientation, in whole or part. Perceived discrimination was positively associated with both harm-ful effects on quality of life and indicators of psychiatric morbidity in the total sample. Controlling for differences in discrimination experiences attenuated observed associations between psychiatric mor-bidity and sexual orientation. Conclusions. Higher levels of discrimination may underlie recent observations of greater psychiatric morbidity risk among lesbian, gay, and bisexual individuals. (Am J Public Health. others because of the stigmatization of homo-sexuality in American culture. 23–31 Further-more, evidence indicates that these experi-ences, when they do occur, are associated with affective distress. 32–36 But, to date, most of this work has relied on convenience-based samples, often without heterosexual control groups, resulting in some ambiguity about whether lesbians and gay men do experience discrimination more frequently than do het-erosexual women and men. In addition, it is unclear whether the greater risk for discrimi-natory experiences, if it does exist, can ac-count for the observed excess of psychiatric morbidity seen among lesbians and gay men. In this study, we examined the prevalence of discriminatory experiences and their asso-ciation with indicators of psychiatric morbid-ity among individuals of differing sexual ori-entations in the MacArthur Foundation National Survey of Midlife Development in the United States (MIDUS), 37 a population-based survey of Americans conducted in 1995. In doing so, we minimized problems with sampling bias and absent heterosexual control groups that tend to permeate conve-nience-based surveys of lesbians and gay men, in which the respondents are commonly recruited either through their participation in lesbian-or gay-identified activities or through social networks accessible to researchers. 38
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This study compared two methods for assessing the specific factors underlying people’s reemployment self-efficacy (RSE). The first method used control belief measures, which assessed the specific factors perceived to make reemployment easy or difficult. The second method used motivational reason measures, which assessed the specific (nonhypothetical) factors people use to explain their overall RSE. Measures from both methods were applied to the same attribute categories, such as job availability, work qualifications, and job-listing information. An ethnically diverse sample of 815 unemployed individuals (mean age 37.2 years) registering for unemployment benefits in New York City participated. As hypothesized, results indicated that both control belief and motivational reason variables were related to RSE. In line with expectations, motivational reason variables explained substantial variance in RSE and scheduled interviews beyond that explained by the control belief variables. Moreover, the motivational reason method identified several variables influencing RSE that the control belief method was unable to identify as significant (e.g., having needed qualifications and job-listing knowledge). When results from both methods were presented to executive management at the New York City Department of Labor, motivational reason results had the strongest impact on subsequent policy decisions.
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The major purposes of this study were to investigate whether devaluation of obese persons, a phenomenon demonstrated exclusively in laboratory settings using reactive measures, generalizes to a nonreactive field setting. Seventy public health administrators were asked, via the mail, to help a college junior assess her chances of getting into graduate school and finding employment in this field. Subjects received a cover letter, a standard résumé∼, and a questionnaire. A picture of the student was affixed to some of the résumés. Subjects were randomly assigned to one of three picture conditions: obese, normal, or no picture. Forty-six percent of the questionnaires were returned. Significantly fewer forms were returned in the obese condition than in the normal and no picture conditions. On both the graduate school and employment questionnaire items, forecasts were considerably more pessimistic than in the other two picture conditions. Implications of these findings are discussed.
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Assessed the relationship of race, weight, and desired weight change to body dissatisfaction and the relationship of desired weight change and body dissatisfaction to Eating Attitude Test (EAT-26) scores. Ss were 373 White and 80 Black college females. Results indicate that for both Black and White Ss, current weight and desire to change weight were related to body dissatisfaction. White Ss, however, had significantly higher body dissatisfaction scores than did Black Ss. For both Black and White Ss, desired weight change and body dissatisfaction were related to EAT-26 scores. However, White Ss had significantly higher EAT-26 scores than did Black Ss. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
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The current research examines how members of stigmatized groups remediate hiring biases by adopting the strategy of directly acknowledging their stigmatizing condition within the interview context. In the first study, 123 participants responded to a videotaped interview involving an obese or physically disabled job applicant who either did or did not acknowledge a stigma. In the second study, 87 participants responded to scenarios that manipulated type of stigma, controllability of its onset, and acknowledgment. Results across both experiments reveal that applicants who did not acknowledge their obesity or physical disability in an employment context were not viewed differently from each other. However, if applicants did acknowledge, the perceived controllability of the stigmas strongly influenced how they would be perceived.
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This study uses a sample of over 1000 MBA graduates from a Middle Atlantic University to test for sex differences in perceived discrimination and for the actual effects of various physical characteristics and background factors on the starting salaries and later (1983) salaries of these men and women managers. Women more often reported experiencing discrimination, and they typically identified this as general discrimination against women. Fewer men perceived any discrimination. Those men who did claimed to be the victims of affirmative action programs favoring women and blacks over them. Salary data indicated that women did earn less than men, even when controlling for work experience. Evidence for other forms of discrimination was also found. Controlling for prior work experience and year of first professional employment, age and height had a positive effect on men's starting salaries and being overweight, a negative effect. For women, starting salaries were significantly and positively affected by social class. For 1983 income, taller, non-overweight, and older men earned more, as did those who grew up in a higher social class. For women, a positive salary correlate was again being from a higher social class. Areas for future research are discussed.
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This article takes an interdisciplinary approach to the issue of weight-based discrimination in employment, drawing on diverse literatures (psychology, law, sociology, economics), and integrating a review of empirical research and a traditional legal analysis. First, empirical research that focuses on the extent of bias against overweight individuals in employment contexts is reviewed and evaluated. Second, current legal requirements relevant to weight-based discrimination in employment are identified and discussed, and those requirements are applied to the research findings to assess the extent to which the weight-based bias identified in the reviewed studies involves illegal discrimination. Third, based on the results of the review of the research and legal literatures, future research directions are offered and practical implications for employers and policy makers are identified.
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Although findings indicate a connection between frequent media use and greater body dissatisfaction, little attention has focused on the role of race. Accordingly, this study investigates the relation between television viewing and body image among 87 Black and 584 White women. Participants reported monthly viewing amounts of mainstream and Black-oriented television programs as well as body attitudes as measured by the Eating Disorders Inventory, the Body Esteem Scale, and the Body Shape Questionnaire. Results suggest different patterns predicting body image for White and Black women. Among White women, viewing mainstream television predicted poorer body image, while viewing Black-oriented media was unrelated to body image. Among Black women, viewing Black-oriented television predicted healthier body image, while viewing mainstream television was unrelated to body image. Ethnic identity also predicted healthier body image among Black women, and appeared to moderate, to some extent, the contributions of viewing Black-oriented programming.
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Research on multiple roles has supported the enhancement hypothesis, but it is unclear if benefits of multiple role involvement exist across all segments of the population. This study was designed to examine whether the role enhancement hypothesis suits both men and women with varied education levels. A further goal was to determine if perceived control moderates associations between multiple role involvement and well-being. This sample included 2,634 individuals from the Midlife in the United States (MIDUS) survey who occupied up to eight roles each. Psychological well-being was measured in six dimensions (autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance); positive and negative affect were also measured. Results of hierarchical regression analyses supported the role enhancement hypothesis, as greater role involvement was associated with greater well-being; however, the findings suggest that it was only well educated women with multiple roles who showed higher levels of autonomy. Perceived control was also found to moderate some of the obtained linkages.
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Using a more rigorous research design than previous studies, results generally supported the discriminant validity of professional withdrawal cognitions (PWC) versus organizational withdrawal cognitions (OWC). The sample consisted of 226 medical technologists tracked over a five year period, and the research design used pre- and post-measures of PWC and OWC. Attitudinal professional commitment had a stronger negative relationship to subsequent PWC versus OWC, while gender discrimination and organizational support had stronger relationships to subsequent OWC versus PWC.
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Cultural diversity in body image has been studied elsewhere. In this study, we extend previous research by inclusion of (1) multiple ethnic groups for comparison and (2) measures for the assessment of multiple dimensions of body image. Participants were college students who self-identified as African, Asian, Caucasian, or Hispanic-American. Quantitative measures of weight-related body image and general appearance body image were included. General body image was also assessed qualitatively. Caucasian and Hispanic-Americans showed more weight-related body image disturbance than African-Americans and Asian-Americans. African-Americans had the most positive general appearance body image. Ethnic groups were generally similar in their ideal body image traits but some differences occurred for the valuing of skin color and breast size. This study highlights the importance of studying multiple ethnic groups with multiple measures, rather than simply comparing non-Caucasians to Caucasians on weight-related body image.
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This study concerned obesity from the perspective of 47 women and 8 men who considered themselves overweight. They responded to a questionnaire about various aspects of motivation to lose weight, knowledge about obesity, and personal and societal attitudes toward the obese. Although they reduced calorie intake and increased exercise when trying to lose weight, they reported various reasons why their exercise levels were less than optimal. Verbal motivation to lose was only partially reflected in willingness to change lifestyle, even though respondents had spent substantial sums of money on weight-loss attempts. Knowledge about obesity was imperfect, with women and thinner subjects somewhat more knowledgeable. Subjects were aware of and shared some of the negative social stereotypes of the obese, blaming themselves for their overweight. However, most would not trade their obesity for other handicaps found less stigmatizing in other research. As expected, women expressed a greater desire for thinness than men. Implications for health care professionals are discussed.
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Morbidly obese patients' perceptions of obesity-related prejudice and discrimination were assessed before and 14 months after operation for obesity. Preoperatively, the 57 consecutive patients perceived overwhelming prejudice and discrimination at work, within the family, and in public places. After a weight loss of more than 45.5 kg (100 lb), these patients perceived little or no prejudice or discrimination. We examine factors contributing to the change in patients' perceptions and comment upon patients' perceptions of the negative attitudes held by health professionals toward obese patients.
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This study examined job bias associated with business students' role-playing as sales managers who assigned trainees to sales territories. Personal characteristics of being extremely overweight and being a heavy smoker were studied. Research participants were given a personnel record (training record) of a sales trainee and asked to make a sales territory assignment decision; three vacant territories were also described. The participants were told to assign the trainee to one of the territories or to indicate a preference to not have the recruit assigned to any territory within the role-playing manager's region. Analysis indicates that a sales recruit described as extremely overweight was less likely to be assigned to an important or desirable sales territory and more likely to be assigned to an undesirable territory or not selected at all for an assignment within a sales region. Those described as heavy smokers were similarly treated but to a lesser degree. Overweight saleswomen were discriminated against more than overweight salesmen.
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Psychosocial and dietary habits have been compared in patients considering (Pre n = 33) or who had (Post n = 32) surgery for morbid obesity. Failure of conventional diets was attributed to lack of self-discipline (Pre 92% [22/24] vs. Post 87% [20/23], NS). Consumption of fast foods fell (Pre 70% [23/33] vs. Post 16% [5/32], p < 0.0001). Preoperative patients had unrealistic social expectations. They exaggerated the prospect of improved friendship (Pre 67% [22/32] vs. Post 34% [11/21], p < 0.05), erroneously anticipated better sex (Pre 78% [25/32] vs. Post 50% [15/30], p < or = 0.05), predicted better acceptance at work (Pre 85% [23/27] vs. Post 50% [15/30], p < or = 0.05), and misanticipated improved relationship with their partner (Pre 77% [20/26] vs. Post [47% 8/17], p < or = 0.05). Two factors predicted becoming employed following surgery: age (became employed [n = 5] 28 +/- 2 years vs. remained unemployed [n = 12] 44 +/- 4 years, p < 0.05) and percentage of excess weight lost (became employed 76 +/- 11 vs. remained unemployed 51 +/- 7, p < 0.05). The free support group was "useful" (17/17), yet only 5% attended regularly. Patients considering obesity surgery had specific unrealistic psychosocial expectations. They infrequently availed themselves of postoperative professional help. We identify the features associated with gaining employment.
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Attributing negative outcomes to prejudice and discrimination may protect the mood and self-esteem of some stigmatized groups. Thus, the overweight may be low in self-esteem because they blame their weight, but not the attitudes of others, for negative outcomes based on their weight. In an experiment, 27 overweight and 31 normal weight college women received either positive or negative social feedback from a male evaluator. Relative to other groups, overweight women who received negative feedback attributed the feedback to their weight but did not blame the evaluator for his reaction. This attributional pattern resulted in more negative mood for these overweight women in comparison with other groups. Dimensions of stigma that may account for differences in the tendency to attribute negative outcomes to prejudice, and implications of these findings for weight loss programs and psychotherapy for the overweight, are discussed.
Article
Previous research has documented prejudicial attitudes and discrimination against overweight people. Yet the extent to which overweight people themselves perceive that they have been mistreated because of their weight has not been carefully studied. The purpose of this study was to examine the prevalence of perceived mistreatment due to weight and sources of perceived mistreatment. A non-clinical sample of healthy adults (187 men and 800 women) enrolled in a weight gain prevention program comprised the study population. A self-administered questionnaire was used to measure perceived mistreatment due to weight. Overall, 22% of women and 17% of men reported weight-related mistreatment. The most commonly reported sources of mistreatment among women were strangers (12.5%) and a spouse or loved one (11.9%). Men were most likely to report mistreatment by a spouse or loved one (10.2%) and friends (7.5%). Somewhat surprisingly, sex differences in perceived weight-related mistreatment were significant only for stranger as the source. Perceived weight-related mistreatment was positively associated with body mass index (BMI) (r = 0.39, p<0.0001). Reported mistreatment was nearly ten times as pervalent among individuals in the highest quartile of the BMI distribution (42.5%) than among those in the lowest BMI quartile (5.7%), but was significantly greater than zero in all but the very lean. Perceived mistreatment due to weight is a common experience and is not restricted to the morbidly obese. Results are discussed in light of the sociocultural value for thinness.
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Research attests to the exponential sweep of clinical obesity in America. Obesity has become one of the most profound public health concerns, closely linked to increased morbidity, mortality, and social, occupational, and psychological discrimination. It is incumbent for specialists to design treatment and outcome analysis based accurately upon systematic research. Regulators, payors, and most notably, patients, need reliable and effective treatment to determine practical standards, manage cost of care, and protocols. A comprehensive evidence-based medicine (EBM) review was done of relevant research on quality-of-life (QoL) outcomes after obesity surgery. The Cochrane Collaboration was the EBM searching resource utilized for this project, accessed via the Internet. A systematic EBM search design was implemented. In the search, QoL reported 3,234 hits, "obesity surgery" reported 33 hits, QoL and obesity surgery" reported 6 hits, and QoL and hypertension reported 288 hits. We found that a thorough EBM search can be achieved using the Cochrane Collaboration, which provides an efficient, effective and ethical means to enhance evidence-based clinical decision-making in treating severely obese surgery patients.
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This article reviews information on discriminatory attitudes and behaviors against obese individuals, integrates this to show whether systematic discrimination occurs and why, and discusses needed work in the field. Clear and consistent stigmatization, and in some cases discrimination, can be documented in three important areas of living: employment, education, and health care. Among the findings are that 28% of teachers in one study said that becoming obese is the worst thing that can happen to a person; 24% of nurses said that they are "repulsed" by obese persons; and, controlling for income and grades, parents provide less college support for their overweight than for their thin children. There are also suggestions but not yet documentation of discrimination occurring in adoption proceedings, jury selection, housing, and other areas. Given the vast numbers of people potentially affected, it is important to consider the research-related, educational, and social policy implications of these findings.
Article
The purpose of this research was to investigate, in a nonclinical sample of adults, thoughts on and experiences with weight stigmatization. Focus groups were used to collect information. Participants were recruited through a newspaper advertisement and flyers posted in public places in Minneapolis and St. Paul. During the focus groups, participants were led in a discussion about their thoughts on weight stigmatization and personal experiences of being treated differently or poorly because of their weight. Six gender-specific focus groups consisted of 31 adult volunteers (17 women and 14 men). Perceptions of weight-based stereotypes and weight stigmatization and personal reports of having been treated differently or poorly owing to weight were measured. Participants reported a variety of experiences of being treated differently or poorly because of their weight. These included teasing, harassment, slurs and insults, negative judgments and assumptions, and perceived discrimination. Participants reported that such experiences occurred at home, among friends and strangers, at work, and in health care settings. Women reported a greater number and a greater variety of negative experiences than men. The results indicated that participants experienced weight-based stigmatization in many aspects of their lives. Awareness of these experiences may assist in the development of treatments for overweight individuals.
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Widespread bias and discrimination based on weight have been documented in key areas of living, including education, employment, and health care. This paper examines the social and psychological origins of this bias through a review and critique of theoretical and empirical literatures, and proposes how the field might best advance in the area of reducing stigma. Explanations for the development and reduction of weight stigma are examined with different theoretical approaches, including attribution theory and a social consensus model. Individual and sociocultural contributors to bias suggested by these approaches are highlighted. New directions are discussed in both the understanding and prevention of weight bias.