Sizeism is discrimination against people of non-ideal weight (those who are overweight or obese, or severely underweight). It is an issue that occurs across several countries, with one US-based study showing that obese women earn $19,000 less on average than women of average weight. In Europe, the problem is equally rampant. One UK survey, for instance, found that 13% of workers experienced appearance-based discrimination.
A 2023 study, meanwhile, found that 85% of plus-size people have been weight-shamed, and another study from the same year showed that a significant percentage of people feel that weight discrimination is not a serious enough issue to report to HR. Size discrimination can have a substantial impact on mental health, however. As such, the EU and European companies and organizations need to take steps to reduce the prevalence of sizeism in the workplace.
What Sizeism Looks Like
One review found that the overall prevalence of weight-based discrimination in the UK stood at 7.3%. A 2025 qualitative synthesis of studies, meanwhile, showed that people with obesity report being treated differently at various levels within their workplaces, including during recruitment, operations, promotion, and remuneration. The research revealed that over 60% of the UK adult population is now living with overweight or obesity and facing financial, social, and health implications. Moreover, obesity rates are increasing in England and the rest of the UK, owing to various factors, including social and economic inequalities. Studies have shown that educational background, job type, and income level can all influence obesity risk, with those facing greater socioeconomic obstacles often experiencing higher rates. The obesity epidemic is a societal and system-wide issue in which the role of the workplace should also be considered. That is, the problem requires more than just individual efforts from people living with overweight or obesity.
The Causes of Stigma
A lack of weight management is often perceived as a failure of individuals, who are blamed for a “lack of willpower” or “laziness.” The system-level acceptance of these beliefs has led to an “acceptable prejudice,” which in turn results in social exclusion, stigma, and bias. As such, the World Obesity Federation has made nine recommendations to reduce sizeism and stigma across various countries and cultural contexts. These recommendations include using non-stigmatising language and imagery (in media and public health messaging, for instance), engaging in weight-neutral health promotion (focusing on behaviours rather than weight alone), and pursuing legislative and policy efforts to reduce weight stigma. Unfortunately, the societal, policy, and practice landscapes have hardly changed. Across the world, it is still lawful to discriminate against others because of their weight. On a more positive note, one multinational study found widespread support in countries such as the USA, Canada, and Australia for prohibiting employers from discriminating against people in hiring, pay, or dismissal.
Stigmatisation Throughout the Employment Lifecycle
Studies of workplace experiences show that individuals frequently encounter discriminatory practices related to their weight. They have fewer opportunities for advancement and often receive lower or no bonuses for their contributions to their organisations. The cumulative effect of this discrimination undermines their confidence and life chances. One 2018 review, for instance, showed that individuals living with overweight or obesity are less likely to influence decision-making than their colleagues of “normal” weight. Some potential recruits have been discriminated against the moment they appear for their interviews; one individual reported a big difference between a recruiter’s behaviour on the phone and in person. They strongly felt that a judgment was made immediately when recruiters noticed their size. Other study participants have been blatantly told that their size makes them unappealing to customers. Moreover, those living with obesity earn less in the same role as their counterparts, in addition to being subjected to weight-stigmatising behaviours from their employers.
Adopting Compensatory Behaviours
Individuals who have overcome some discriminatory behaviours and stigma say they often feel forced to engage in compensatory behaviours in various realms, including work ethic, physical exertion, personality traits, and physical appearance. For instance, some work longer hours and avoid taking sick leave or time off to prove their worth and counteract the “laziness” stereotype. Others feel that they have to fit in with the “jolly-fat” stereotype. That is, they aim to be more enjoyable than others or mock themselves to prevent other people from doing so. However, those with obesity are more likely to be diagnosed with depression than their colleagues with a healthy weight. Literature abounds as to the negative mental health impacts of “masking” one’s identity and pain from others. Still others feel like they have to dress extremely professionally and be very well-groomed to avoid further stereotypes about the habits of people who are overweight or obese.
Key Strategies to Embrace
To prevent sizeism and promote inclusion, governments must step in and develop policy recommendations that explicitly list weight and physical appearance as protected characteristics under anti-discrimination laws. There must also be clearer updates to EU Directives and greater involvement from unions and works councils. Within workplaces, management can embrace organizational practices such as bias-reduction training, including hiring guidelines and structured interviews, and anti-bullying policies that explicitly cover appearance-related harassment. They can also promote diverse body representation in corporate communications, create employee resource groups focused on body diversity, and encourage health initiatives that prioritise health rather than weight.
Research indicates that sizeism exists on a significant scale worldwide. Currently, size-based discrimination remains lawful despite recommendations from the World Obesity Federation. The issue must be addressed through joint efforts by the government and managers, who must work to raise awareness, invest in training, and promote body diversity.
