This paper aims to examine the influence of body shape on income, which varies with gender and occupational structure in China. The data were obtained from the CGSS (Chinese General Social Survey) 2010–2017 Survey. The overall finding in this paper is that women and men face different body shape–income effects. For females, the obesity penalty is significant and is reinforced with increasing occupational rank. For men, the thinness penalty (or weight premium) is enhanced as the occupational class decreases. Body shape–income gaps are mainly caused by the occupational structure. Twenty-nine percent of the income gap between overweight and average weight women can be explained by the obesity penalty, 37% of the income gap between overweight and average weight men can be interpreted by the weight premium, and 11% of the gap between underweight and normal weight men can be explained by the thinness penalty. The findings also suggest that the effect of body shape on income consists of two pathways: body shape affects health capital and socialization, and therefore income. Healthy lifestyles and scientific employment concepts should be promoted, and measures to close the gender gap should be implemented.

Body Mass and Income: Gender and Occupational Differences.

Overweight employees are viewed as lazy, slow, inactive, and even incapable. Even if such attributes are false, this perspective can seriously undermine others' evaluation of their work performance. The current study explores a broader phenomenon of weight bias that has an effect on weight change. In a longitudinal study with a time lag of 6 months, we surveyed 226 supervisor-employee dyads. We found supervisor perceptions of employee weight change notably altered their evaluation of the employee performance from Time 1, especially following low vs. high Time-1 performance evaluation. Meanwhile, the moderating effects among different levels of supervisor anti-fat bias functioned as boundary conditions for such performance evaluation alteration. In particular, the interaction between the Time-1 performance evaluation and the impact of supervisor perception of employee weight change on the Time-2 performance evaluation was significant only if supervisors held a stronger anti-fat bias.

/pdf/weight-bias-2-0-the-effect-of-perceived-weight-change-on-1id8h1rwut.pdf

Weight Bias 2.0: The Effect of Perceived Weight Change on Performance Evaluation and the Moderating Role of Anti-fat Bias.

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Weight Bias 2.0: The Effect of Perceived Weight Change on Performance Evaluation and the Moderating Role of Anti-fat Bias.