Title of Oral/Poster Presentation

A Look Into Lookism: An Evaluation of Discrimination Based on Physical Attractiveness

Presenter Information

Cherea HammerFollow

Class

Article

Graduation Year

2017

College

Emma Eccles Jones College of Education and Human Services

Department

Psychology Department

Faculty Mentor

Renee Galliher

Presentation Type

Oral Presentation

Abstract

Discrimination in employment on the basis of race, sex, national origin, religion, and other federally protected categories is well recognized as a social problem and anti-discrimination legislation works to limit the impact of discrimination on marginalized populations. However, most people do not consider discrimination based on physical appearance. “Lookism” captures the idea that an individual can be discriminated against based on their physical appearance or physical attractiveness and can also be called physical attractiveness discrimination. In recent years, the prevalence of the issue of physical attractiveness discrimination has been brought to the attention of professionals dealing with employment and has been researched by scholars in both psychology and business. It has been found that physically attractive individuals are consistently chosen over less physically attractive individuals for job interviews and are also more likely to be hired for positions. Physical attractiveness has also been found to positively impact wages, hours of work, and promotion opportunities while an individual is employed, as well as reduce their likelihood of being terminated. This presentation will explore the implications of physical attractiveness discrimination as it relates to different aspects of the employment process such as application for employment or hiring decisions, promotions, wages, and termination decisions. I will also consider some possible solutions to the issue of physical attractiveness discrimination, such as the possibility of expanding existing laws to cover physical attractiveness or conducting interviews via telephone instead of in person. Lastly, directions for future research in this area will be explored including how the individual’s need for belonging and other emotional needs may be affected by discrimination.

Location

Room 101

Start Date

4-13-2017 1:30 PM

End Date

4-13-2017 2:45 PM

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Apr 13th, 1:30 PM Apr 13th, 2:45 PM

A Look Into Lookism: An Evaluation of Discrimination Based on Physical Attractiveness

Room 101

Discrimination in employment on the basis of race, sex, national origin, religion, and other federally protected categories is well recognized as a social problem and anti-discrimination legislation works to limit the impact of discrimination on marginalized populations. However, most people do not consider discrimination based on physical appearance. “Lookism” captures the idea that an individual can be discriminated against based on their physical appearance or physical attractiveness and can also be called physical attractiveness discrimination. In recent years, the prevalence of the issue of physical attractiveness discrimination has been brought to the attention of professionals dealing with employment and has been researched by scholars in both psychology and business. It has been found that physically attractive individuals are consistently chosen over less physically attractive individuals for job interviews and are also more likely to be hired for positions. Physical attractiveness has also been found to positively impact wages, hours of work, and promotion opportunities while an individual is employed, as well as reduce their likelihood of being terminated. This presentation will explore the implications of physical attractiveness discrimination as it relates to different aspects of the employment process such as application for employment or hiring decisions, promotions, wages, and termination decisions. I will also consider some possible solutions to the issue of physical attractiveness discrimination, such as the possibility of expanding existing laws to cover physical attractiveness or conducting interviews via telephone instead of in person. Lastly, directions for future research in this area will be explored including how the individual’s need for belonging and other emotional needs may be affected by discrimination.