The Hidden Cause of High Turnover: Body Size Exclusivity in the Workplace

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When companies face high turnover, factors like poor management, low pay, or lack of career advancement usually take the blame. However, body size exclusivity is an often-overlooked cause. People in larger bodies face microaggressions, exclusion, and discomfort, which can lead to low job satisfaction and eventually, high turnover. As companies embrace diversity, equity, and inclusion (DEI), body size is frequently left out of the conversation. Employees who feel marginalized because of their size are more likely to leave, taking their skills and experience elsewhere. So, what can companies do to address body size exclusivity?

Body Size Discrimination and Retention

According to the Rudd Center for Food Policy & Obesity, 66% of people with larger bodies report experiencing weight stigma at work, often through exclusion, lack of opportunities, and overt discrimination.

A study from the International Journal of Obesity found that employees perceived as overweight or obese are 12 times more likely to face discrimination, including being passed over for promotions or receiving negative performance reviews.

A Barrier to Career Advancement

Weight bias also hinders career progression. Vanderbilt University reports that people with larger bodies are less likely to be hired or promoted, even when they have the same qualifications as their thinner counterparts. In fact, 58% of employers admit to making negative judgments about a candidate’s weight.

When body size limits career growth, employees are far more likely to seek new opportunities elsewhere. This not only leads to higher turnover but also damages a company’s reputation as an inclusive employer.

The Role of the Workplace Environment

Body size exclusivity isn’t just about policies and attitudes; it can also stem from the physical workplace environment. Many offices are not designed with body diversity in mind, leading to discomfort and exclusion for larger employees.

Common issues include:

• Chairs that are too small or have armrests, which can be uncomfortable for larger employees.
• Workstations that don’t accommodate different body sizes, leading to frustration.
• Narrow spaces and hallways, making it difficult for larger bodies to move comfortably.

These physical barriers send a message that larger employees don’t belong, further contributing to high turnover.

The Cost of Exclusion

Turnover is expensive. The Society for Human Resource Management (SHRM) estimates that replacing an employee can cost between 50% and 200% of their annual salary. When body size exclusivity is a factor in high turnover, companies face both financial losses and damage to their reputations. Word spreads about workplaces that are unwelcoming to people with larger bodies, making it harder to attract top talent.

How Companies Can Address Body Size Exclusivity

To reduce turnover and create a more inclusive workplace, companies need to address body size exclusivity by:

• Updating Anti-Discrimination Policies: Include weight and body size in anti-discrimination policies to ensure that all employees are treated with respect.
• Making the Workplace Accessible: Ensure that workspaces, furniture, and uniforms accommodate employees of all sizes. Provide adjustable desks, and sturdy chairs.
• Offering Body Inclusivity Training: Incorporate body size as part of DEI training to raise awareness about weight bias and its impact.
• Creating Inclusive Wellness Programs: Shift the focus of wellness programs away from weight loss and toward holistic well-being, mental health, and fitness for all body types.

Ultimately, high turnover due to body size exclusivity is an issue that companies can no longer afford to ignore. By addressing weight bias and creating a more inclusive environment, businesses can reduce turnover, improve employee satisfaction, and strengthen their reputation. It’s time to look closely at how body inclusivity is being addressed in the workplace—and make the necessary changes. For resources on how your company can address these issues, please see the DEIB resources section on our website.