Why Your DEI Strategy Should Include Body Size Diversity

In the workplace, inclusion conversations bring a focus to learning, empathy and belonging at work. Race, gender, and culture are just a few of the diverse characteristics that are often celebrated and centered. But body size diversity, an equally important topic, is often overlooked in these conversations. 

The Centers for Disease Control and Prevention (CDC) estimated that between 2017 and 2018, 73.6% of people were overweight. Yet weight discrimination and weight bias are not always taken seriously, and can easily make their way into daily conversations , through microaggressions and stereotypes. With the U.S. weight loss and diet control market valued at $78 billion in 2019, a focus on weight loss and thin body ideals remains embedded in everyday language, even within the workplace. In this article, we look at ways to address this and why body size diversity is an essential part of genuine inclusion. 

Why body size diversity is important

Body size diversity encompasses a broad variety of body types, shapes, sizes and appearances. It discourages the notion that there are certain characteristics that are more associated with an optimal body - such as the media’s “thin ideal”. Fatphobia stems from these ideals, and is an irrational fear or aversion to fat, overweight, obese, or plus-size bodies. 

Weight stigma and discrimination at work can often be implicit through the form of unconscious or unintentional bias. “The Grim Reality of Being a Female Job Seeker” - a research survey from 2017,  showed images of professional women to hiring professionals and asked them to choose three adjectives to describe them. One of the images was of a plus -size woman who was noticeably heavier than others. Although the top three adjectives used to describe her were “friendly”, “confident” and “professional”, only 15.2% said they would hire her.

Research shows that stereotypes of laziness, lack of intelligence and lack of motivation are also associated with being larger-bodied in the workplace.

However, weight and body size are often determined by factors that are out of one’s control. While weight and health aren’t always directly correlated, obesity or being overweight can be linked to medical conditions such as thyroid problems. There are also other factors that play a part in determining an individual’s body size. Genetic predispositions to certain body shapes or types and eating disorders such as anorexia or binge eating disorder are some examples. 

While the body positivity movement has made certain strides for size diversity in recent years, COVID-19 has encouraged diet culture and weight discrimination to thrive in new and different ways on social media.

Ways to incorporate body size diversity into DEI initiatives and company culture

Implementing size diversity within the broader company culture is an essential part of inclusion as a whole. Here are some ways you can integrate body positivity and size diversity within your organization:

Inclusive imagery 

The imagery you use to represent your organization on both internal and external levels, influences the way your clients, prospects, employees and leaders, observe and take part in the inclusion of size diversity. Having imagery of larger-bodied people and different body types and shapes across the size spectrum, not only represents a diverse audience, but indicates that they are valued and important. For free inclusive stock photos, consider using images from Pexels, Nappy, Unsplash and the Gender Spectrum Collection. 

De-emphasizing weight loss in company wellness initiatives

Some companies hold weight loss challenges, competitions or initiatives to encourage employee wellness. These may be held with the intention of generating savings through reduced health insurance costs, enhancing productivity and improving employee health. In the past, certain programs have even rewarded employees for meeting specific metrics such as BMI. However, initiatives like these can impact self-worth and eating disorders, and can force individuals to participate against their will due to peer pressure. Additionally, there is mixed evidence of these programs having an actual impact on both wellness and financial savings. There are other, more inclusive ways to encourage health and well-being. For instance, you can provide membership or access to body-positive/inclusive gyms, or fitness classes with joyful movement - exercise in more enjoyable forms. Promoting self-acceptance, and encouraging healthy day-to-day practices that all employees can engage in regardless of weight are also good alternatives.

Company facilities, equipment and branded wearable material

Making sure that company facilities, equipment and swag - like branded t-shirts are accessible to all employees, including larger-bodied individuals, is essential to body size diversity. The National Association to Advance Fat Acceptance (NAAFA) outlines a framework for the measurements of a size-friendly chair, and recommends that it is arm-less (non-constricting), sturdy, and has padding on the back and seat.

Company swag is meant to give employees a sense of identity and belonging, which can’t be achieved without size inclusivity. Encourage employees to make their size requirements known to swag coordinators so that everyone is able to rep their company spirit!

Re-orienting language to be more size-inclusive

Discussions about cleanses, diets and weight loss have become normalized even in workplace culture. Conversations in casual social spaces, such as lunchrooms, can subject personal eating habits to criticism and judgement. They can also influence the mental health and eating habits of individuals that have struggled with weight perception, stigma and eating disorders. Even using language like “guilt-free” to describe food, or expressing frustration often over incidents such as eating a cupcake at a work event can create this effect. It’s okay to vent, but consider if it might be better to express this to a close friend or reflect on it internally. 

When attempting to engage in conversations about eating habits, without delving into weight loss and diet culture, aim to only speak on your own personal experiences and avoid soliciting advice or directions to others. If someone initiates a conversation on dieting or other weight-related topics you are uncomfortable with, try to steer the conversation in a different direction or let them know politely but firmly that you prefer not to discuss it.

Take organization-wide action with Crescendo

Crescendo includes Body Size Diversity as one of the topics in its foundational curriculum, because at Crescendo it's not about checking a box, it's about making workplaces truly inclusive for everyone. Chat with us to learn more about how Crescendo fosters and measures inclusion learning for size diversity and more.