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Diversity and Inclusion Survey Questions: Physical Characteristics (weight)

There is a global bias against overweight individuals. Why it's important to ask.

20^th August 2024 by Mark Holt

Diversity, Equity, and Inclusion (DEI) initiatives are vital for creating inclusive and equitable workplaces that value all employees. As part of these efforts, we beileve that DEI surveys are a key tool for gathering insights on all aspects of diversity, including dimensions such as gender, race, sexual orientation, as well as neurodivrsity, menopause, generational diversity, mental health and social mobility, as well as employees with a diverse work background.

One area of debate within the field of DEI pertains to the inclusion of questions regarding physical characteristics, such as weight or body size, in these surveys. On the one hand, advocates argue that assessing physical characteristics can uncover important insights about potential biases and discrimination related to body image and health. On the other hand, critics express concerns about the potential negative consequences and ethical implications of including such questions.

In this article, we explore the benefits and drawbacks of including physical characteristics in DEI surveys, offering a comprehensive overview to help organisations make informed decisions when designing their survey strategies. We will also reference relevant studies, including those highlighting the complex interplay between a woman's weight and her earning potential, as published by The Economist.

The Complex Relationship Between Weight, Gender, and Earnings

Before delving into the specifics of including physical characteristics in Diversity and Inclusion surveys, it is essential to understand the broader context, specifically the well-documented relationship between body weight and earnings, particularly for women.

The Economist's Insights on Women's Weight and Salary

In their article series, "The Big Picture: Fat Chance," published in 2019, The Economist presented a nuanced exploration of the complex dynamics surrounding weight and its impact on various aspects of life, including employment prospects and earnings. They conclude that

It is economically rational for ambitious women to try as hard as possible to be thin

One of the key findings highlighted by The Economist is that, across the globe, there appears to be a "penalty for plumpness" when it comes to women's salaries. They referenced a study by John Shields and Sunaina Sinha of the Federal Reserve Bank of Atlanta, which analysed data from over 20 countries. This study found that, on average, obese women earned around 6% less than their non-obese counterparts, even after controlling for factors such as education, occupation, and health (The Economist, 2019a).

Another article in the series delved into the underlying reasons for this disparity. It suggested that one explanation could be societal biases and discrimination against overweight individuals, which can influence hiring decisions and promotions, with employers potentially holding preconceived notions about obese individuals' abilities or work ethic (The Economist, 2019b).

Furthermore, The Economist also acknowledged that the relationship between weight and earnings is not a simple cause-and-effect relationship. They presented an alternative interpretation of the data, suggesting that "the link between fatness and low pay may reflect some more fundamental aspect of human psychology: impulsiveness". In other words, they proposed that individuals who exhibit higher levels of impulsivity might be more prone to obesity due to a lack of self-control when it comes to eating habits. These same impulsive tendencies could also impact their career choices and salary potential.

The Economist's Insights on Height and Salary

Not to be too Economist-centric (although it is truly fabulous), they've also written about the impact of height on earnings. In Walk Tall and Feet, dollars, and inches they discuss how the shortest quarter of the population earns, on average, about 10% less than the tallest quarter. The impact of height on earnings is smaller than the impact of race (about 15% in the United States) and sex (about 20%). But it is still significant.

The Altantic also discusses that:

in Western countries, a jump from the 25th percentile of height to the 75th—about four or five inches—is associated with an increase in salary between 9 and 15 percent. Another analysis suggests that an extra inch is worth almost $800 a year in elevated earnings. “If you take this over the course of a 30-year career and compound it,” one researcher told Malcolm Gladwell for his book Blink, “we’re talking about a tall person enjoying literally hundreds of thousands of dollars of earnings advantage.” (The research suggests that height makes only slightly more a difference for men than women.)

UK Specific Insights: Weight Bias in the Workplace

While The Economist's findings offer valuable insights, it is important to consider UK-specific data as well. A study by the Equality and Human Rights Commission (EHRC) sheds light on weight bias and discrimination in British workplaces (EHRC, 2019). In their online survey of over 1,500 respondents, they found that:

One in five individuals (21%) reported experiencing weight-related discriminatory or negative comments from colleagues.
Over a quarter (27%) agreed that there is pressure to look a certain way at work due to their employer's industry or business sector.
Individuals who experienced weight discrimination were more likely to report symptoms of common mental health issues, such as anxiety and depression.

These findings highlight the prevalence of weight bias in UK workplaces and its potential impact on employee well-being. They underscore the importance of addressing weight-related discrimination as part of a holistic DEI strategy.

Benefits of Including Questions on Physical Characteristics in DEI Surveys

Including questions about physical characteristics, such as weight or body size, in DEI surveys offers several advantages:

Uncovering Hidden Biases and Discrimination

Assessing physical characteristics can help organisations identify biases and discriminatory practices related to body image within their workforce. This is particularly relevant given the previously discussed insights from The Economist and EHRC studies indicating that weight bias exists in UK workplaces, impacting hiring decisions, promotions, and employee treatment.

By including questions about weight or body size in DEI surveys, organisations can gain quantitative and qualitative data to assess the prevalence of such biases internally. This helps to pinpoint areas where discrimination may be occurring so that targeted interventions can be developed.

Promoting Body Positivity and Health

Inclusion of physical characteristics in DEI surveys can also initiate conversations about body positivity and health within organisations. By acknowledging the diversity of body sizes and shapes, companies can promote a culture that values all employees regardless of their weight or appearance.

Furthermore, assessing physical characteristics can help employers identify areas where they may need to provide additional support or resources related to employee health and wellness initiatives. For example, if survey results indicate a high proportion of employees struggling with weight-related issues, organisations can respond by offering nutrition seminars, subsidised gym memberships, or mental health services that address body image concerns.

Enhancing Pay Equity Efforts

As highlighted by The Economist's findings, there is a demonstrable link between women's weight and their earning potential, suggesting that weight bias could be contributing to pay disparities. By including questions about physical characteristics in pay equity analyses as part of DEI surveys, organisations can identify whether obese or overweight employees are being systematically underpaid compared to their slimmer counterparts.

This enables companies to address any unjustified pay gaps related to weight and ensure that remuneration practices are fair and equitable for all employees, regardless of body size.

Concerns and Challenges

While there are compelling benefits to including physical characteristics in DEI surveys, several concerns and challenges must also be considered:

Ethical Implications and Stigma

One of the primary concerns relates to the potential ethical implications of enquiring about weight or body size. Asking individuals to disclose their weight or categorise themselves based on broad body-size categories can contribute to stigma and perpetuate negative stereotypes associated with obesity (BBC Worklife, 2021). This is especially true if the survey questions are not carefully constructed in a sensitive manner.

Additionally, there is a risk of reinforcing the notion that individuals who are overweight or obese bear sole responsibility for their condition, ignoring the complex interplay of genetic, environmental, and socio-economic factors that contribute to weight issues (NHS, 2022). As such, organisations must handle this topic with extreme sensitivity and provide context and support when including these questions in surveys.

Self-Reporting Inaccuracies

Another challenge pertains to the accuracy of self-reported data on weight or body size. Respondents may not feel comfortable disclosing their exact weight or may not know it themselves, leading to underreporting or overreporting (YouGov, 2019). Additionally, individuals' perceptions of their own body image can vary significantly from objective assessments, further complicating the accuracy of self-reported data in this area.

Legal and Compliance Considerations

Finally, organisations must also consider legal and compliance aspects when including physical characteristics in DEI surveys. In the UK, weight does not fall under the protected characteristics outlined in the Equality Act 2010 (gov.uk, 2022). As such, employers need to be cautious about how they collect, store, and utilise data related to weight or body size to avoid potential discrimination claims.

Best Practices and Recommendations

When considering whether to include physical characteristics in DEI surveys, organisations should follow these best practices:

Seek Employee Feedback

Before including questions about weight or body size in a company-wide survey, it is essential to gauge employee sentiment. Organisations can do this through focus groups, interviews, or pilot surveys with a subset of employees. This feedback will help to identify potential concerns and sensitivities surrounding this topic so that they can be addressed proactively.

If your colleagues don't believe that it is appropriate then, as with all questions on the Divrsity platform, the physical characteristics question can simply be deleted.

Ensure Anonymity and Confidentiality

To mitigate stigma and encourage honest responses, it is crucial to guarantee the anonymity and confidentiality of survey respondents. Communicate clearly how their data will be used, protected, and analysed, addressing any privacy concerns upfront.

Use Sensitivity and Nuance in Question Design

Question wording matters immensely when enquiring about physical characteristics. Avoid value-laden or stigmatising language that could make respondents feel judged or uncomfortable. Instead, opt for neutral and objective question types (e.g., multiple-choice questions with inclusive options). Provide context to alleviate concerns around responsibility by acknowledging the multifaceted nature of weight issues.

Collect Data on a Voluntary Basis

Recognise that some employees may not feel comfortable disclosing their weight or body size. Consequently, as with all Divrsity questions, these survey questions are optional rather than mandatory. This approach respects individual autonomy while still allowing for meaningful data collection from those who choose to participate.

De-emphasize weight loss in wellness initiatives

Weight loss challenges and initiatives may seem like a way to promote employee wellness, but they can have negative consequences such as damaging self-worth, triggering eating disorders, and forcing participation. There's also limited evidence that these programs improve health or reduce costs. Instead, companies can encourage healthy behaviors through more inclusive and supportive approaches, such as providing access to body-positive gyms, promoting joyful movement, and fostering a culture of self-acceptance and daily wellness practices.

Conclusion

Including physical characteristics in DEI surveys offers the potential to address biases and discriminatory practices related to weight within organisations. However, it must be done with sensitivity and a nuanced understanding of the concerns surrounding this topic. By following best practices around employee engagement, question design, anonymity, and legal compliance, companies can harness the benefits while mitigating risks associated with enquiring about physical characteristics in DEI surveys.