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Green ******* in the back
'Plus-Sized' College Student Claims Discrimination at Bar *UPDATE Fatty had stage dismantled SMH
- Thread in 'General' Thread starter Started by stillin729,
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Yup.
Spoiler [+]
[h4][/h4]
[h4]Hiring Prejudice[/h4]
The workplace is one sphere where overweight people may be vulnerable to discriminatory attitudes and fat bias. A number of studies have investigated weight-based discrimination in employment. The results point to prejudice, insensitivity, and inequity in work settings.
Experimental studies addressing stereotypic attitudes in employers suggest that overweight people may be at a substantial disadvantage even before the interview process begins. Experimental studies have investigated hiring decisions by manipulating perceptions of employee weight, either through written description or photograph. Participants (most often college students) are randomly assigned to a condition in which a fictional job applicant is described or pictured as overweight or average weight (but with identical rÃ[emoji]169[/emoji]sumÃ[emoji]169[/emoji]s) and are asked to evaluate the applicant's qualifications.
An example is a study using written descriptions of hypothetical managers (12). Managers described as average weight were rated as significantly more desirable supervisors, and overweight managers were judged more harshly for undesirable behaviors (such as taking credit) than were average weight managers. Similarly, in a study by Klassen et al. (13), women students (N = 216) read employee summaries of nine fictitious women employees, varying in weight and in stereotypical descriptions associated with obesity and thinness. Participants indicated the most desire to work with thin targets and the least desire to work with obese targets, although participants did not rely on stereotypical perceptions of weight in recommending harsh discipline to employees.
A study of job applicants for sales and business positions reported that written descriptions of target applicants resulted in significantly more negative judgments for obese women than for non-obese women (14). Participants (N = 104) rated obese applicants as lacking self-discipline, having low supervisory potential, and having poor personal hygiene and professional appearance. In general, participants held these negative stereotypes for obese applicants for sales positions but not for business positions. Interestingly, the study's findings were not mirrored when photographs were used instead of written descriptions of weight. The authors proposed several confounding factors to explain this outcome, such as differing applicant information accompanying the photographs, and concluded that obese applicants remain vulnerable to negative evaluations because of their weight (14).
Several studies have manipulated applicant weight with videotapes. This was done over two decades ago by Larkin and Pines (15) in which participants (N = 120) viewed a video of a job applicant in a simulated hiring setting. The scenario involved an applicant completing written screening tests for work requiring logical analysis and eye-hand coordination. Overweight applicants were significantly less likely to be recommended for hiring than average-weight applicants, and overweight applicants were judged as significantly less neat, productive, ambitious, disciplined, and determined (15). Another study using a simulated hiring interview for a receptionist position found that the obese applicant was less likely to be hired than the non-obese applicant (16). This study was able to rule out the extraneous factor of facial attractiveness by masking the faces of both applicants.
A more recent and impressive study used videotaped mock interviews with the same professional actors acting as job applicants for computer and sales positions in which weight was manipulated with theatrical prostheses (17). Subjects (N = 320) indicated that employment bias was much greater for obese candidates than for average-weight applicants; the bias was more apparent for women than for men. There was also a significant effect reported for job type; obese applicants were more likely to be recommended for a systems analyst position than for a sales position (17).
Other evidence also demonstrates employer perceptions of obese persons as unfit in public sales positions and more appropriate for telephone sales involving little face-to-face contact (18) (19). Jasper and Klassen (20) instructed participants (N = 135) to evaluate a hypothetical salesperson's rÃ[emoji]169[/emoji]sumÃ[emoji]169[/emoji] that included a written manipulation of the employee's weight. Obesity led to more negative impressions of the applicant and made the applicant significantly less desirable to work with. Participants who viewed the obese applicant description said directly that the obesity led to their judgments.
Excess weight may be especially disadvantageous in some settings. In a recent study of hiring preferences of overweight physical educators, most hiring personnel sampled (N = 85) reported that being 10 to 20 pounds overweight would handicap an applicant, regardless of qualifications (21). The authors concluded, "our hope is that these findings may serve to motivate some of these individuals to improve their health behaviors and in turn become better professional role models" (21).
[h4]Inequity in Wages, Promotions, and Employment Termination[/h4]
A comprehensive literature review by Roehling (22) summarizes numerous work-related stereotypes reported in over a dozen laboratory studies. Overweight employees are assumed to lack self-discipline, be lazy, less conscientious, less competent, sloppy, disagreeable, and emotionally unstable. Obese employees are also believed to think slower, have poorer attendance records, and be poor role models (23). These stereotypes could affect wages, promotion, and termination.
There is evidence of a significant wage penalty for obese employees. This takes several forms: lower wages of obese employers for the same job performed by non-obese counterparts, fewer obese employees being hired in high-level positions, and denial of promotions to obese employees. A study of over 2000 women and men (18 years of age and older) reported that obesity lowered wage growth rates by nearly 6% in 1982 to 1985 (24).
Although both obese men and women face wage-related obstacles, they experience discrimination in different ways. An analysis from the National Longitudinal Survey Youth Cohort examined earnings in over 8000 men and women 18 to 25 years old and reported that obese women earned 12% less than non-obese women (25). Like studies to follow, this investigation indicated that the economic penalty of obesity seems to be specific to women. More recently, research based on earnings of 7000 men and women from the National Longitudinal Survey of Youth indicated that women face a significant wage penalty for obesity and that obese women are much more likely than thin women to hold low-paying jobs (26). Another longitudinal study following young adults over 8 years found that overweight women earned over $6000 less than non-obese women (26). Gortmaker et al. (27) and Stunkard and Sorensen (4) attribute lower wages to social bias and discrimination. Obese men do not face a similar wage penalty but are under-represented and paid less than non-obese men in managerial and professional occupations and are over-represented in transportation occupations, suggesting that obese men engage in occupational sorting to counteract a wage penalty (26).
Experimental research indicates that obese employees are rated to have lower promotion prospects than average weight counterparts (28). A recent study instructed supervisors and managers (N = 16to evaluate the promotion potential of a hypothetical employee in a manufacturing company with one of eight disabilities or health problems, including obesity, poor vision, depression, colon cancer, diabetes, arm amputation, facial burns, or no disability (29). The obese candidate received lower promotion recommendations (despite identical qualifications) than a nondisabled peer and was rated to be less accepted by subordinates than the other promotion candidates.
Little research has addressed the issue of employment benefits for obese workers. Employers may demand that overweight employees pay higher premiums for the same benefits as non-overweight employees (23). One self-report study of 445 obese individuals found that among those 50% or more above their ideal weight, 26% indicated that they were denied benefits such as health insurance because of their weight, and 17% reported being fired or pressured to resign because of their weight (30).
As the work by Rothblum et al. (30) suggests, some obese employees perceive that they have been fired and suspended due to their weight. Legal case findings suggest that termination against obese persons can result from prejudiced employers and arbitrary weight standards (30). For example, in the case of Civil Service Commission v. Pennsylvania Human Relations Commission, a man was suspended without pay because he exceeded the required weight standards for city laborers (31) (32). Similarly, in Smaw v. Commonwealth of Virginia Department of State Police, an obese state trooper of 9 years was demoted to a dispatcher position for failing a weight-loss program (33) (34). Formal employment termination cases on the basis of weight have also reached the courts. For example, in Nedder v. Rivier College, a morbidly obese woman was removed from her teaching position because of her weight, and in Gimello v. Agency Rent-a-Car Systems, an office manager was fired due to his obesity despite his excellent employment records and commendations of high performance (35) (36).
Airline industry weight regulations for flight attendants have also posed problems for employees above average weight. In Tudyman v. Southwest Airlines, a flight attendant was terminated and his reinstatement was denied because his weight exceeded airline requirements (37). Courts have accepted airline weight restrictions, even though most weight maximums have been arbitrarily chosen and make no exceptions for age or body frame (38). Airlines have claimed that weight maximums are necessary for job performance and attendants' health and abilities to perform duties, although physical fitness or actual tests of job-related abilities would be more appropriate standards (38). Flight attendants are required to be certified yearly through evaluations of their abilities, and weight policy methods for evaluation and termination are difficult to justify on grounds other than appearance (38).
The existence of legal cases does not establish that weight discrimination occurs in great numbers, only that some employees believe that they have been treated unfairly due to weight. Courts will decide whether a legal basis exists for such claims, but additional research is needed to determine the prevalence of the problem, the people who will most likely be affected, and the consequences on the health and well-being of the people who experience discrimination. From the evidence presented here, it seems that discrimination does occur.
[h4]Summary and Methodological Limitations[/h4]
There are multiple sources of evidence suggesting that discrimination against obese employees may be significant, and that certain occupations may be especially affected. At least some obese employees may receive inequitable treatment with respect to promotions and benefits. Additional research is needed to support these preliminary findings and to provide more confident conclusions that these are indeed real-life problems. Table 1 presents a general summary of topics which we believe are priorities for further research.
http://www.nature.com/oby...12/full/oby2001108a.html
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*Waits for "didn't read LOL" GIF*
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Originally Posted by bruce negro
These responsesCAN'T BREATHE
dauldierce
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nobody trynna see her Oaftown stomp
4
41239
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as long as im alive, she will have a face to sit onOriginally Posted by DaulDierce
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^ Well I guess that'll only happen once.
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the faces on Mount Rushmore don't stand a chanceOriginally Posted by slickp42189
as long as im alive, she will have a face to sit onOriginally Posted by DaulDierce
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She wanna be a hoochie let her be a hoochie
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Originally Posted by SunDOOBIE
Evidence that big people are uncoordinated? All you gotta do is look at their feet.
And here's a video
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Good, treat these overweight people like they deserve.
P.S. Damn the girl in the green has some huge ones.
P.S. Damn the girl in the green has some huge ones.
balloonoboy
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I mean....it is called belly dancingOriginally Posted by DaulDierce
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I wonder if the next big debate will be about "overweight rights" in 20 years
but yea imo you can't control skin color but you most likely can control your weight.
Not letting a fat person on is in the same spectrum of not letting someone who is too drunk, smelly, etc go on.
also if a place discriminates you like that then just say %+*% it, stop going there and go to a bar that will accommodate you better. Imagine if a straight dude pulled this because they wouldn't let him dance on the bar of a lesbian club.
but yea imo you can't control skin color but you most likely can control your weight.
Not letting a fat person on is in the same spectrum of not letting someone who is too drunk, smelly, etc go on.
also if a place discriminates you like that then just say %+*% it, stop going there and go to a bar that will accommodate you better. Imagine if a straight dude pulled this because they wouldn't let him dance on the bar of a lesbian club.
dauldierce
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dauldierce
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speaking of that.. i always wondered why gay dudes and gay chicks dont ever get together. Think.
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...
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You mean, like, get together or hang out?
I know they hang out together, my homegirl is lesbian. Sometimes when I go over to smoke, she'll have a house full of gay dudes.
Needless to say, we smoke on the porch.
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Way too serious, she should lighten up....