A new study conducted by Pearn Kandola, reveals that despite a majority of UK adults acknowledging the existence of weight bias at work, a significant number of employees (40 per cent) would not report weight discrimination to HR, deeming it not "serious enough."
The Weight Discrimination at Work (2023) Report collected data from 1,427 UK employees and found that 70 per cent of respondents believe weight discrimination occurs in their workplace, with nearly half (47 per cent) considering it a problem. These findings shed light on the pressing issue of weight discrimination, highlighting the need for organisations and HR departments to address this issue and foster a more inclusive and supportive work environment.
The study highlights that weight discrimination is a pervasive issue in the workplace, with 32 per cent of respondents witnessing someone being discriminated against due to their weight. Unfortunately, only 11 per cent of these incidents are reported to managers or HR, with many employees not considering it significant enough to warrant action. This reluctance to report can perpetuate the problem and prevent measures from being taken to address weight discrimination effectively.
While weight itself is not a protected characteristic under the Equality Act, it should be noted that weight discrimination claims can still be raised under the umbrella of disability and sex discrimination coverage. If a person's weight is linked to underlying health conditions, employers have a duty to make reasonable adjustments for disabled staff. Moreover, weight discrimination could also fall under sex discrimination if there are differing attitudes towards overweight males and females.
Despite the legal grounds for addressing weight discrimination, the study indicates that many organisations are not proactive in promoting weight equality in the workplace. Only 20 per cent of businesses have taken action to tackle weight discrimination and a mere eight per cent offer education around this issue. These figures demonstrate a need for HR departments and organisations to take a stand on weight-related discrimination and actively work to embed inclusivity in their corporate culture.
Binna Kandola - Partner at Pearn Kandola - emphasizes the importance of open discussions to challenge stereotypes associated with weight discrimination. He suggests that organisations involved in recruitment, promotion and talent identification should be educated about weight discrimination and its impact on employees' careers and experiences at work.
Zofia Bajorek, a senior research fellow at the Institute for Employment Studies, points out that weight-based discrimination may still be considered acceptable to many individuals. To combat this issue, she advocates for an urgent debate about recognising obesity as a disease and including it as a protected characteristic under the Equality Act. This change could help employers better understand their obligations towards employees living with obesity and reduce discrimination over time.
The Weight Discrimination at Work (2023) Report sheds light on the prevalence of weight discrimination in UK workplaces. Despite a majority of adults acknowledging its existence, a significant number of employees hesitate to report it as a serious issue. However, by acknowledging and tackling this problem head-on, businesses can create a more supportive and equitable work environment for all employees, regardless of their weight or body size.
