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Cited by 150Obesity and Health PracticesNames, Identity, and Discrimination ResearchSocial and Intergroup Psychology

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Obesity Discrimination in the Recruitment Process: “You’re Not Hired!”

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Flint, Stuart W., Čadek, Martin, Codreanu, Sonia C., Ivić, Vanja, Zomer, Colene, Gomoiu, Amalia·2016·Frontiers in Psychology
DOI 10.3389/fpsyg.2016.00647PMC PMC4853419
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Abstract

Previous literature reports that obese persons are discriminated in the workplace. Evidence suggests that obese people are perceived as having less leadership potential, and in comparison to normal weight peers, are expected to be less successful. This study examined whether obese people are discriminated against when applying for employment. Three hypotheses were offered in line with previous research: (1) obese people are less likely to be assessed positively on personnel suitability than normal weight people; (2) obese people in active employment are more likely to be discriminated against than people in non-active employment; and (3) obese women are more likely to be discriminated against than obese men. 181 Participants were sampled from sedentary, standing, manual and heavy manual occupations. Participants rated hypothetical candidates on their suitability for employment. Employees also completed measures of implicit and explicit attitudes toward obesity. MANOVA was conducted to examine if obese candidates were discriminated against during the recruitment procedure. Results demonstrated that participants rated obese candidates as less suitable compared with normal weight candidates and when the weight status of the candidate was not revealed for work across the four workplace groups. Participant gender and weight status also impacted perceptions of candidates' suitability for work and discrimination toward obese candidates was higher in participants from more physically demanding occupations. The study findings contribute to evidence that obese people are discriminated against in the hiring process and support calls for policy development.

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  • Persons with obesity can be perceived as less suitable for employment, less likely to be invited for an interview, or if employed, perceived as less successful compared with thinner peers; women with obesity are especially unlikely to be hired.

    “Persons with obesity can be perceived to be less suitable for employment and are less likely to be invited for an interview60, or, if employed, are perceived to be less successful compared with thinner peers61. Women with obesity are the especially unlikely to be hired62.”

    From Joint international consensus statement for ending stigma of obesity (2020) · cites this paper as [62]

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  • For the vast majority of individuals with obesity who experience discrimination in recruitment or the workplace, there is generally no protection under current legislations.

    “For the vast majority of individuals with obesity who experience discrimination in recruitment or the workplace, there is generally no protection under current legislations62.”

    From Joint international consensus statement for ending stigma of obesity (2020) · cites this paper as [62]

    The Introduction (page not provided) says that a person with obesity who experiences discrimination in recruitment or the workplace may not be protected by current legislation, particularly in the UK and EU. It does not establish that the vast majority lack protection, and it notes that some US states have protective laws. (LLM, conf=0.87)

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Research works printed but not linked: 35

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Metadata

Authors
Flint, S. W., Čadek, M., Codreanu, S. C., Ivić, V., Zomer, C., & Gomoiu, A.
Affiliations
  • Sheffield Hallam University (GB)
  • Charles University (CZ)
  • University of Bath (GB)
  • University of Maribor (SI)
  • University of Amsterdam (NL)
  • Radboud University Nijmegen (NL)
Corresponding author
Flint, Stuart W.
ORCID
Venue
Frontiers in Psychology
Publisher
Frontiers Media SA
Published
2016-05-03
Volume
7
Pages
647-647
ISSN
1664-1078 (ISSN-L)
DOI
10.3389/fpsyg.2016.00647
PMC
PMC4853419
OpenAlex
W2346812056
Cited by
150
References
3
Citations by year
2026: 14 · 2025: 8 · 2024: 15 · 2023: 17 · 2022: 25 · 2021: 20 · 2020: 16 · 2019: 11 · 2018: 13 · 2017: 10 · 2016: 1
FWCI
10.62
Type
journal article
Language
en
Open access
Licence
cc-by
Locations
  • Frontiers in Psychology (publishedVersion, cc-by)
  • Europe PMC (PubMed Central) (publishedVersion, cc-by)
  • PubMed Central (publishedVersion, cc-by)
  • PubMed (publishedVersion)
  • University of Maribor digital library (University of Maribor) (publishedVersion, cc-by)
  • Leeds Beckett Repository (Leeds Beckett University) (acceptedVersion)
  • SHURA (Sheffield Hallam University Research Archive) (Sheffield Hallam University) (acceptedVersion)
  • DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
Topics
  • Health Sciences › Medicine › Public Health, Environmental and Occupational Health › Obesity and Health Practices
  • Social Sciences › Sociology and Political Science › Names, Identity, and Discrimination Research
  • Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
Keywords
weight discrimination, employment discrimination, recruitment process, weight status, gender differences, physically demanding occupations, sedentary work, manual occupations, leadership potential

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