Why plus size workers are losing out on jobs and money

Diversity and inclusion efforts have been deemed non-negotiable for companies looking to retain valuable members of their workforce. But the positive outcomes of this trend has yet to reach plus-size workers — and it may be impacting their job security. 

According to a recent report from Within Health, an app that offers remote treatment for those suffering from eating disorders, 61% of larger bodied employees felt like their size made them miss out on a promotion, 41% felt they didn't get a raise and 39% felt they were laid off because of bias at work. As a result, over one in 10 plus-size workers said their decision to quit their job was linked to their body.

"Organizational culture is often a microcosm of the culture at large," says Rebecca Brumm, Chief Clinical Officer at Within Health. "When this is the case, companies reflect the same negative bias and misconceptions that exist in the culture of the work environment and unfortunately, negative stereotypes and biases are persistent, leading to disparities in opportunities and experiences for these individuals." 

Read more: How to make office spaces more inclusive to plus-sized talent

Unfortunately, plus-size employees' suspicions are often correct. In fact, they were 32% less likely than other employees to have been promoted in 2022 and 21% less likely to get a raise. Employees in larger bodies reported earning 7% less in raises than other employees, according to Within Health. The extent of the disparity is especially concerning when paired with companies' recent increased dedication to diversity and inclusion. 

Last year, 71% of companies reported they had implemented many DEI-related actions since 2020, according to KPMG's 2022 DEI progress survey, and more than 80% of CHROs reported that their companies are increasing their investment in DEI and belonging programs, according to a Gallup survey in partnership with the Harvard Business Review. But more often than not, plus-size folks are not included in those efforts — whether employers realize it or not.

"One reason it may be falling through the cracks is that weight bias often goes unrecognized or discussed compared to other forms of discrimination," Brumm says. "This lack of awareness can contribute to the tolerance of discriminatory attitudes and lead to a lack of dedicated initiatives and resources for addressing the specific challenges faced by employees with larger bodies."

Read more: Skin deep: How DEI initiatives may be excluding plus-size workers

Discrimination towards plus-sized employees isn't always as obvious as a lack of compensation and decreased growth opportunities. Large bodied individuals also suffer through uncomfortable furniture as well as unaccommodating spaces and doorways. It's crucial for employers to understand and acknowledge, Brumm says, that weight bias affects their employees.  

Small resources can make a big impact: The Harvard Implicit Association Test is a good resource for employers who want to track their tendencies and measure what kind of implicit bias they may already carry, Brumm suggests. The test walks users through a number of DEI topics — such as weight, religion, race and sexuality — and asks them questions accordingly. They can then begin making actionable differences in their organizations such as sensitivity training, hiring protocols, re-evaluating their wellness offerings and establishing channels for anonymous reporting. 

"Bias stems from an almost invisible framework of internalized beliefs that can result in automatic actions and attitudes, and because these beliefs are so ingrained and implicit, they do not always feel wrong," Brumm says. "When we take time to understand how we came to believe what we do, how we were taught what we 'think' is true, and challenge our assumptions, can we start to see the bias right in front of us."