No Fat Persons Need Apply

Larkin, Judith E.; Pines, Harvey A.

doi:10.1177/073088847900600303

Cited by 202 publications

(52 citation statements)

References 21 publications

(15 reference statements)

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“…Overweight individuals are not hired as frequently by prospective employers (Roe & Eickwort, 1976), are discriminated against by their employers and coworkers (Rothblum, Brand, Miller, & Oetjen, 1990), and are less likely to be promoted than are their normal weight peers (Larkin & Pines, 1979). Because weight is viewed as being within the scope of an individual's control (Crandall & Martinez, 1996;Paxton & Schulthorpe, 1999), the overweight and obese are both reviled and blamed for their condition.…”

Section: Introductionmentioning

confidence: 99%

Gender differences in implicit weight identity

Grover

Keel

Mitchell

2003

Intl J Eating Disorders

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Objective: This study examined gender differences in explicit and implicit attitudes toward overweight and explicit and implicit weight identity. Method: Normal weight women (n ¼ 22) and men (n ¼ 20) and overweight women (n ¼ 20) and men (n ¼ 21) completed the Implicit Association Test and portions of the Eating Disorders Questionnaire. Results: Although explicit and implicit anti-fat attitudes were ubiquitous, gender differences emerged for weight identity. Both men and women provided accurate explicit appraisals of their weight status. However, men implicitly identified themselves as light regardless of actual weight status. Women's implicit weight identity was associated with their actual weight status, explicit weight appraisal, and implicit self-esteem. Discussion: These findings may provide additional insight into why men are underrepresented among those seeking weight loss and why women are at increased risk for developing eating disorders.

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Section: Introductionmentioning

confidence: 99%

Gender differences in implicit weight identity

Grover

Keel

Mitchell

2003

Intl J Eating Disorders

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“…Subjects' attributions about the applicant's personality were assessed by having the subjects rate applicants on a series of 16 paired personal dispositions derived from Larkin and Pines (1979). Adjective pairs-such as productive-nonproductive, decisive-indecisive, attractive-unattractive, and competent-incompetent-were rated with 7-point scales, on which lower values denoted a negative disposition and higher values denoted a positive disposition.…”

Section: Methodsmentioning

confidence: 99%

“…overweight are stereotypically perceived as having defects of will power, character, and responsibility (DeJong, 1980;Larkin & Pines, 1979;Spring, Pingitore, Bruckner, & Penava, in press). The stereotype that the obese are emotionally impaired, lazy, and selfish might be expected to lead to employment discrimination.…”

mentioning

confidence: 99%

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Bias against overweight job applicants in a simulated employment interview.

Pingitore

Dugoni

Tindale

et al. 1994

Journal of Applied Psychology

241

185

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This study assessed whether moderately obese individuals, especially women, would be discriminated against in a mock employment interview. Potential confounding factors were controlled by having 320 Ss rate videotapes of a job interview that used the same professional actors appearing as normal weight or made up to appear overweight by the use of theatrical prostheses. Results suggested that bias against hiring overweight job applicants does exist, especially for female applicants. Bias was most pronounced when applicants were rated by Ss who were satisfied with their bodies and for whom perceptions of their bodies were central to self-concept. The decision not to hire an obese applicant was, however, only partially mediated by personality attributions. Implications and limitations of these results are discussed.

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“…Studier som har kartlagt diskriminering i tidligere stadier av ansettelsesprosessen, har bidratt med viktige innsikter om arbeidsgiveres preferanser når det gjelder søkere med minoritetsbakgrunn (se for eksempel Bertrand & Mullainathan 2004;Pager & Quillian 2005;Carlsson & Rooth 2007;Midtbøen & Rogstad 2012;Kaas & Manger 2012;Blommaert et al 2013;Bursell 2014;Midtbøen 2016), men de samme studiene bidrar også til å identifisere seleksjonsmekanismer som gjelder for søkere med andre kjennetegn, deriblant alder (Ahmed et al 2012), kjønn (Neumark et al 1996) og utseende (Larkin & Pines 1979).…”

Section: Innledningunclassified

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Rogstad¹,

Sterri²

2018

TfS

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SAMMENDRAGDenne artikkelen handler om jobbintervjuet og hvilken informasjon arbeidsgiverne bruker når de skal rangere og selektere søkere. Det analytiske utgangspunktet er Goffmans skille mellom frontstage og backstage. De to begrepene brukes for å begrunne en inndeling i aktørenes forventninger til jobbintervjuer (skript), samspillet underveis i intervjuet (frontstage), og hva som er den egentlige underteksten i møtet (backstage). Dataene er hentet fra 5 rekrutteringsprosesser og 66 jobbintervjuer hvor vi har vaert til stede. Et avgjø-rende funn er at evnen til å signalisere sosiale koder er avgjørende for å få jobb, og at denne uformelle kompetansen ofte trumfer den formelle kompetansen i siste runde. Dette er mulig, fordi arbeidsgiverne opplever at de har stor grad av frihet til å legge vekt på personlig egnethet og at de er svaert selvsikre når det gjelder troen på egen magefølelse. Våre analyser indikerer videre at det ikke bare er arbeidssøkeren som er i sentrum på jobbintervjuet, men at det snarere er virksomheten som spiller hovedrollen. Av dette følger at arbeidsgiverne nok kan ha fordommer rettet mot den enkelte søker ut fra antakelser om vedkommende, men de sterkeste generaliseringene er knyttet til oppfatninger om bedriften, altså det den nye søkeren skal passe inn i. Arbeidsgivernes vurderinger av arbeidsmiljø og kultur i virksomheten setter en standard som arbeidssøkeren vurderes opp mot.

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No Fat Persons Need Apply

Cited by 202 publications

References 21 publications

Gender differences in implicit weight identity

Gender differences in implicit weight identity

Bias against overweight job applicants in a simulated employment interview.

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