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10th Jan, 2024

Victoria Sartain
Victoria Sartain
Job Title
Senior Content Writer

Workplace diversity and inclusion is expanding to consider factors beyond traditional categories like race, gender, and age. One emerging topic is whether weight should be a protected characteristic, sparking debate about societal perceptions, legal frameworks, and the potential impact on employees and employers.  

Advocates argue that this level of protection can contribute to creating a more inclusive work environment. Weight-based discrimination, commonly known as ‘weightism’ or ‘sizeism’, is a prevalent issue affecting individuals of varying body sizes, both inside and out of the workplace. By acknowledging weight as a protected characteristic, organisations signal their commitment to combatting discrimination, promoting fairness, and creating a workplace culture that values diversity in all its forms. 

Addressing weight-based discrimination in the workplace 

Weight-based discrimination can have detrimental effects on an individual’s mental and physical wellbeing. Employees who experience weight-related bias may face challenges such as lower self-esteem, higher stress levels, and increased absenteeism. Employers that recognise this can work towards building a workplace culture that values wellbeing and actively combats the negative impact of weight stigma. 

The issue can equally apply to those who are overweight or underweight. Those who are either may be sensitive about their appearance and underestimated by their employer and colleagues – particularly in terms of highly physical roles that require strength or stamina. It’s worth remembering that bias of this kind can be just as damaging for organisations as cases of disability, race and gender discrimination, and requires employers to act with care, particularly at hiring stage. 

The question of whether weight should be solely considered as a protected characteristic or as part of a broader category, such as disability, presents a nuanced challenge when creating policies. Striking the right balance between acknowledging weight-related discrimination and avoiding causing unintended distress/offence, requires consideration and consultation with experts in both employment law and diversity and inclusion. 

Advantages of weight-based discrimination laws 

  • Combatting weight discrimination 

Employees facing bias due to their weight may encounter challenges in career advancement, recruitment processes, or even day-to-day interactions. Recognising weight as a protected characteristic could serve as a proactive measure to address and eliminate such discriminatory practices, and even influence positive attitudes beyond the workplace.  

  • Promoting inclusivity and diversity 

Broadening the scope of protected characteristics can contribute to an increased inclusive and diverse work environment. A workplace that acknowledges and embraces employees of diverse body sizes sends a powerful message about acceptance and equal opportunities for all. This, in turn, can lead to improved morale, productivity, and overall job satisfaction. 

  • Aligning with evolving social norms 

As societal norms evolve, so too should our understanding of diversity and inclusion. Considering weight as a protected characteristic reflects a commitment to staying attuned to the changing dynamics of societal expectations. This adaptability is crucial for organisations striving to create environments that resonate with a wide range of employees. 

Counterarguments for weight-based discrimination laws 

  •  Practical challenges in implementation 

While every step should be taken to protect employees from weight-based discrimination, critics argue that implementing weight-based policies may pose practical challenges. Unlike characteristics such as race or gender, weight can fluctuate, making it difficult to establish clear guidelines. Determining when weight-related decisions are discriminatory or based on other factors may require subtle evaluations. Additionally, concerns may arise regarding the potential for abuse or misuse of protections, with individuals falsely claiming discrimination based on weight. 

  • Balancing individual responsibility 

Another perspective emphasises the importance of individual responsibility in managing one’s health and wellbeing – critics contend that certain aspects of personal choice, such as diet and exercise, contribute to body weight. However, this perspective is flawed in that many factors such as mental health issues and diseases/conditions/medication can make weight loss difficult or near impossible. 

  • Potential impact on employer autonomy 

Some argue that designating weight as a protected characteristic might impede an employer’s autonomy in making decisions that they deem necessary for their business. Concerns about interference in hiring practices, especially in industries with specific physical requirements, raise questions about the extent to which protection should be granted.  

Weight-based legal frameworks: the way forward  

Evaluating existing anti-discrimination laws 

Examining current anti-discrimination laws is a crucial step in determining the necessity of adding weight as a protected characteristic. Existing discrimination laws based on disability or appearance could encompass weight-related issues. 

Crafting inclusive policies 

Instead of solely relying on legal designations, organisations can proactively develop and implement inclusive policies that promote a positive workplace culture. This includes providing education on body positivity, mental health, and promoting overall wellbeing. 

Encouraging dialogue and training 

Open communication and training programmes can play a vital role in addressing weight-related concerns. Encouraging a workplace culture where employees feel comfortable discussing diversity and inclusion can pave the way for a more understanding and supportive environment.  

Ultimately, the pursuit of workplace diversity and inclusion requires ongoing dialogue, collaboration, and a commitment to building environments where individuals of all backgrounds feel valued and respected. As organisations continue to evolve in response to societal changes, they can expect to be challenged to find innovative and equitable solutions that promote a more inclusive future. 

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