As part of our continuing series on workplace discrimination, we spoke to Tamica McKinney, 29, a self-employed contractor and former human resources professional who knows a thing or two about weight loss, weight gain, and weight bias on the job. “I have been every size from a 14 to a 32–from 185 lbs to 390 lbs–since I started my career in human resources, and have watched the way others looked at and treated me change,†McKinney says.
As society remains image focused, one’s appearance shapes perceptions in all arenas, before a word is even uttered. When someone is plus-sized or obese, these perceptions are often negative, ushering in the proverbial elephant in the room: in this case, weight-based discrimination. According to a report by Yale University’s Rudd Center for Food Policy & Obesity, 43% of overweight people reported having experienced weight bias from employers and supervisors. The report also notes that compared with job applicants with the same qualifications, obese applicants are rated more negatively and are less likely to be hired.
McKinney admits that in the past, she has scrutinized plus-sized and obese job applicants during interviews, taking note of how they’re breathing, their body posture, and their overall state of health. “I think I was justified [as a human resources professional at a manufacturing company] asking certain questions because the interviews were for physical labor jobs,” McKinney says. On the other side of that, she says she faced similar scrutiny for jobs that required very little physical activity. “I have overheard individuals in my direct line of upper management speaking on my ‘laziness,’ and saying things like, ‘All fat people like to do is eat and sleep anyway.'”
From issues relating to health premiums, financial liability, and on-the-job competency, some companies see plus-size and obesity as a major red flag. “There’s a concern if you’re overweight because companies think about how the probability of that person having a health issue is greater,” says Eral Burks, president and CEO of Minority Executive Search, an executive recruitment company. “Companies really want a healthy workforce. If there’s a plus-sized person, that doesn’t mean they’re unhealthy, but there are questions that come to mind, especially if it’s a job where you’re moving around a lot.”
As
the ranks get higher, the scrutiny increases. “In your high-level positions, you are interacting with C-suite individuals and you’re very active,” says Burks. “You have to be able to keep up with the hustle. It’s a very active job, and if you are overweight it might pose quite a challenge… I have never been in a [C-suite] meeting where there is someone who is 400 lbs… Your senior VPs, CEOs, CFOs… these individuals at that level belong to a gym or fitness program. They incorporate fitness into their lifestyle.”McKinney acknowledges size was a major part of the challenges she faced trying to move into corporate America. “No one wants to walk into a board meeting and look at a 400-lb black woman running the show,” she says. “I’ve had mentors all but tell me I needed to lose weight to move up.”
Since leaving the human resources industry, McKinney has lost more than 100 lbs from her 5’8″ frame, slimming down to just over 270 lbs. “I have noticed that, even in being an independent contractor, I have gotten more referrals and more respect from my peers,†she says.
Currently, there are no federal laws that prohibit discrimination
against overweight individuals. As a result, most people who fight weight discrimination must use other legal statutes, such as the Rehabilitation Act of 1973 and the Americans with Disabilities Act of 1990. The only state where its illegal to discriminate because of weight is Michigan. And according to the Rudd Center For Food Policy & Obesity, most weight discrimination cases fall into the employment discrimination category, and many are unsuccessful.Both McKinney and Burks agree that though weight bias and discrimination exists, that doesn’t make it right or good for business. “Any form of discrimination is inappropriate,” Burks says. “If you are qualified and you have the talent, you should get the job.”
McKinney urges professionals to know their rights and fight for them. “People unjustly assume that because you are obese that you are lazy, unhealthy, and eat 24/7,â€Â she says. “You have to work three times as hard as anyone else, so get in there and show them that you not only deserve to be there, but that it is in their best interest to keep you there.”
If you feel you’ve been discriminated against because of weight:
- Document incidents in detail when they happen. Like any case of discrimination, a paper log is vital if you plan to pursue legal action.
- If you have been the target of office jokes, bullying, or inappropriate behavior toward you based on your weight, take your grievance to your human resources department and/or supervisor. It is best to approach the issue as you would any other issue of inappropriate behavior in the office that makes you feel uncomfortable or unsafe.
- Be prepared for a challenge if seeking legal action. Proving discrimination based on weight can be difficult. No federal laws exist that make weight discrimination illegal, and Michigan is the only state where weight discrimination is illegal. Some states also have inclusions in statutes listing weight among factors that cannot be used to discriminate in cases of employment.
- Do your research. Find resources and support with organizations such as the National Association to Advance Fat Acceptance (NAAFA) and the Council on Size and Weight Acceptance.
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