Sexism.
Racism.
Ageism.
And now? Fat-ism. Or, if the word fat offends you, Body-ism, Weight-ism, or Size-ism.
A recent article from US consulting firm Gallup talks about the social bias faced by obese Americans. Now this particular bias (like all the others) has probably been around since the birth of mankind. But it was timely to mention it, given their article which you can check out here: https://news.gallup.com/poll/648407/obese-americans-face-extra-emotional-cultural-challenges.aspx
(Attribution: photo from the article has been used in my post.)
In today’s workplace, managers and leaders are navigating a landscape filled with these biases. And many more. Gallup’s recent study shows how biases around body image can lead to emotional and cultural challenges for employees.
The take-out for you, the manager? Know that they exist and ensure you foster an inclusive environment and culture. That’s the obvious bit. Some would argue it’s what you should be doing “as par for the course.”
However, what doesn’t get mentioned in the article is that as a manager you also need to be mindful that this feeling of being mistreated by others, can lead to some of your employees misinterpreting – or even deliberately using – your feedback or managerial decisions as claims of bullying, harassment, and/or discrimination.
In my workshops, I call this phenomenon BU-HA-DI (the first two letters of each word). Best remembered as a new Japanese martial art, practised by difficult staff members who are looking for excuses to do less work and/or get away with naughty stuff.
If you’ve been a manager for a decent amount of time (say, 15 years plus) you’ll have encountered such workers. Thankfully, they’re in the minority. Now of course, if you ARE someone who discriminates, harasses, or bullies their staff then hey, you deserve all the bad karma coming your way. But I’ve seen too many good managers, decent people, accused of this stuff when it’s clear their motives are reasonable and valid, and their values are strong.
The solution? Clear communication, transparency, and fair processes. These help ensure everyone in your team feels valued, while avoiding unnecessary misunderstandings. Oh and if you encounter a staff member who you suspect may intentionally use such things against you, flick the smart button: document any performance feedback conversations you have with them.
(In my workshops, I give you in-depth strategies and tips on how to deal with difficult employees.)
All up? Beware bias. But don’t let such awareness stop you from making the tough decisions. Build a fabulous culture that shows the world you’re not only conscious of it (in all its forms) but working hard to prevent it.
It’s what good managers do … though you picked it: I’m clearly biased on that front.
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