Obesity and Gender in Service Jobs: The Importance of Warmth in Predicting Customer Satisfaction

Smith, Nic; Martinez, Larry R.; Sabat, Isaac E.

doi:10.5465/ambpp.2015.18856abstract

Cited by 21 publications

(45 citation statements)

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“…It is clear from our results that the gendered dimension of “fat stigma” is apparent in service employment at much lower BMIs than is currently recognized in the literature. Whereas previous researchers have confirmed that overtly obese and overweight women suffer from employment discrimination [ 22 ] [ 9 ] [ 16 ] [ 8 ], we show that even women on the high end of the medically normal BMI range are likely to suffer significantly more prejudice than even overweight men when seeking employment in the service sector. This point is further reinforced when account is taken of whether the job is customer-facing or not.…”

Section: Discussioncontrasting

confidence: 94%

“…Overtly overweight and obese job applicants are less likely to be hired when compared to those who are of “normal” weight [ 5 ]. This effect is likely to be more pronounced when account is taken as to whether the job for which an adipose applicant is applying involves customer interaction [ 8 ]. Thus, it is argued that the obese are seen as being less suited for jobs that require interaction with customers, particularly when the organization places a strong emphasis on its image and appearance [ 4 ].…”

Section: Introductionmentioning

confidence: 99%

“…Scholars have also pointed to the gendered dimension of this “weight stigma”, such that women suffer significantly more prejudice than men when it comes to employment discrimination around their body shape and size [ 21 ] [ 22 ] [ 9 ] [ 16 ] [ 8 ]. This gendered dimension often reflects societal expectations of a particular type of female body [ 23 ], a point that is presumably more pronounced in customer-facing roles in the service sector [ 14 ] [ 11 ].…”

Section: Introductionmentioning

confidence: 99%

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Subtle Increases in BMI within a Healthy Weight Range Still Reduce Womens Employment Chances in the Service Sector

et al. 2016

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Using mixed design analysis of variance (ANOVA), this paper investigates the effects of a subtle simulated increase in adiposity on women’s employment chances in the service sector. Employing a unique simulation of altering individuals’ BMIs and the literature on “aesthetic labour”, the study suggests that, especially for women, being heavier, but still within a healthy BMI, deleteriously impacts on hireability ratings. The paper explores the gendered dimension of this prejudice by asking whether female employees at the upper end of a healthy BMI range are likely to be viewed more negatively than their overtly overweight male counterparts. The paper concludes by considering the implications of these findings.

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Section: Discussioncontrasting

confidence: 94%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Subtle Increases in BMI within a Healthy Weight Range Still Reduce Womens Employment Chances in the Service Sector

et al. 2016

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“…As previously discussed, competence stereotypes related to individuals of higher body fat tend to be, overall, quite negative (e.g., lazy, unintelligent, lacking self‐control; e.g., Roehling, ). In contrast, stereotypes about warmth seem to be more mixed (e.g., Smith et al, ). Past work has found that IIC interventions had significant effects only when the initial stereotypes of the group were negative (Brambilla, Ravenna, & Hewstone, ).…”

Section: Discussionmentioning

confidence: 99%

“…However, there also exists a positive joviality stereotype (e.g., Cowart & Brady, ). Recently, Smith, Martinez, and Sabat () found that fatter women were rated higher in warmth than thinner women (but there was no effect for men). Further, Miller, Rothblum, Brand, and Felicio () found that women with obesity used their social skills to successfully compensate for negative stereotypes when they believed (correctly or incorrectly) that their conversation partner could see them.…”

Section: Introductionmentioning

confidence: 99%

Imagine Me and You, I Do: Effects of imagined intergroup contact on anti‐fat bias in the context of job interviews

Merritt

Gardner

Huber

et al. 2018

J Applied Social Pyschol

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Imagined intergroup contact (IIC) has been demonstrated to alleviate prejudice toward social groups as a whole, but the extent to which it prevents biases in ratings of individual job candidateshas not yet been examined. This study uses a simulated employment interview where a female candidate either higher or lower in body fat is rated by participants who have undergone an IIC or a control manipulation. IIC successfully alleviated discrimination in ratings of interviewee competence but had no significant effect on ratings of warmth. Competence ratings fully mediated the effect of the two-way interaction of IIC and interviewee body fat on a dichotomous hiring recommendation provided 1 week later. IIC may be an effective and inexpensive intervention for reducing bias in job interview contexts.

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Unhoused and unhireable? Examining employment biases in service contexts related to perceived warmth and competence of people experiencing houselessness

Martinez

Smith

Snoeyink

et al. 2022

Journal Community Psychology

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Lack of safe and stable housing is a pernicious and growing social concern, and stereotypes about individuals experiencing houselessness are generally quite negative. Little scholarly work has examined housing insecurity and its associated stereotypes in employment contexts. The purpose of the current research was to examine, in the context of the hospitality industry, whether housing status influences hiring managers' perceptions of hireability (Study 1) and customers' evaluations of an organization and its employees (Study 2) using the stereotype content model. Across two experimental studies, we assessed participant attitudes toward individuals experiencing houselessness. In Study 1, we instructed 148 hotel managers to listen to a hypothetical job interview with either an unhoused or housed job applicant, and then complete measures of hireability. In Study 2, we instructed 139 hotel customers to observe a hypothetical interaction with either an unhoused or housed employee, and then evaluate the employee and the organization. Study 1's findings suggested an indirect effect of housing status on perceived hireability through warmth, and this indirect relationship was moderated by gender. Men who were houseless were rated lower in warmth, and thus lower in hireability, than non‐houseless men or women regardless of their housing status. However, houseless men were perceived by customers as warmer than non‐houseless men as employees, driving higher evaluations of the organization and the employee (Study 2). Hiring initiatives targeted at providing short‐term housing for unhoused employees will benefit employees, employers, and the larger communities they encompass.

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Obesity and Gender in Service Jobs: The Importance of Warmth in Predicting Customer Satisfaction

Cited by 21 publications

References 0 publications

Subtle Increases in BMI within a Healthy Weight Range Still Reduce Womens Employment Chances in the Service Sector

Subtle Increases in BMI within a Healthy Weight Range Still Reduce Womens Employment Chances in the Service Sector

Imagine Me and You, I Do: Effects of imagined intergroup contact on anti‐fat bias in the context of job interviews

Unhoused and unhireable? Examining employment biases in service contexts related to perceived warmth and competence of people experiencing houselessness

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