Kimmie Singh had no doubts about getting the best rotations as a dietetics intern because of her impressive academic credentials and list of professional references. However, her mass would be.

Mentors warned her that it might be challenging to secure work experience due to her size, and she said that the issue persisted throughout graduate school. When she signed up to help, she would show up in person but never hear back. She told The Washington Post that the hospital where she did her clinical rotations seemed "taken aback" upon first meeting her. She also noted that her coworkers openly mocked anyone who was overweight.

Singh currently resides in New York City which is working to alter this situation in the hopes that other municipalities and states will follow suit.

The New York City Council is close to passing a bill that would make it illegal to exclude people based on their height or weight from employment, housing, or other services. Late in February, the bill completed its final hearing, setting the stage for a vote soon.

New York, Massachusetts, Vermont, and New Jersey all have legislatures contemplating laws similar to this one. However, that would be a considerable change in the law, as only two states (Michigan and Washington) currently protect citizens from discrimination based on their size.

With 33 sponsors and only 26 needed for passage, the New York City bill would include height and weight among the already-protected categories of gender, race, age, national origin, and more in the city's human rights law. Shaun Abreu, a councilman, and the bill's primary sponsor, said that even Mayor Eric Adams backs the legislation. It also supports the advocacy group National Association to Advance Fat Acceptance.

Abreu said this issue of civil rights "was long overdue." It's crucial that we accord each person the respect they merit. This is ultimately about people feeling safe in their jobs and their homes. Who gives a crap if somebody else is a different size or has more weight?

More than 40% of adults in the United States have experienced weight stigma at some point in their lives, and studies show this can extend far beyond a person's sense of worth, including lower wages and fewer opportunities in the workplace. For example, some data suggest that a woman's hourly wage can decrease by nearly 2% for every unit increase in body mass index, and this effect is felt disproportionately among women.

Across the country, there is an absence of legislation that explicitly outlaws such discrimination. Clinical psychologist and the University of Connecticut professor Rebecca Puhl, whose research focuses on bullying, bias, and discrimination based on weight, has found that victims have few legal options if they feel they have been maltreated.

A New Jersey judge, for example, ruled in 2013 that a casino in Atlantic City could fire its "Borgata babe" waitresses if they didn't stay within the casino's standards for weight. Only a few states, including Michigan, bans discrimination based on weight, along with San Francisco, Madison, and Urbana, Illinois. Because of Washington's recognition of obesity as a disability, people labeled overweight are afforded protections under the state's anti-discrimination statute.

A "cultural groundswell now that is really forcing this to its moment," as Abreu puts it. Scholars and activists share a common view.

For over a decade, Puhl has monitored public support for laws prohibiting weight discrimination, and now she says there is "increasing" momentum to adopt such policies.

It is difficult to identify the precise cause. Increased awareness of weight stigma is one possible cause, Puhl suggested. A more outspoken body positivity movement contributes to a greater public understanding of this issue. The realization that this is an actual problem for which policy solutions are necessary is growing.

The law, which has been in effect in San Francisco since 2000, has resulted in a fitness studio no longer requiring its instructors to "look leaner than the public."

According to Puhl, "rates of weight discrimination, particularly for women, have gone down" since Michigan passed a law banning such discrimination in 1976. That law is crucial because it warns companies not to discriminate against workers based on their weight.

If this legislation passes in New York, people who have experienced discrimination due to their size could file complaints with the city's Commission on Human Rights. A lawyer would review the situation and give an opinion on it. In the same way, other characteristics are safeguarded, and other classes are also protected. According to Abreu, "those height and weight discrimination cases will be adjudicated similarly."

Abreu and Puhl both agree that there are bounds to what the law can do. Although discrimination based on race and gender has been outlawed for decades, it is still a pervasive problem today.

Puhl argued that while civil rights legislation is not a silver bullet, it has helped other marginalized groups and reduced inequities.

Has it succeeded in wiping them out entirely? Even so, it has made significant contributions," Puhl elaborated. If this bill is passed in New York City, it will be an essential step forward. Not only will other cities and states learn from it, but the entire country as well.

Singh sees a brighter future ahead of him as a lawyer.

After the law is passed, Singh said, "the world will be a bit safer, but it will take some time." To put into words how deeply it hurts me to learn that such discrimination is now legal in the United States is challenging.

Body shaming can have a negative impact on the mental health and well-being of employees in organizations.

Here are five ways to stop body shaming in organizations:

1. Create an inclusive workplace culture: Organizations should prioritize creating a culture of inclusivity where all employees feel welcome and accepted. This includes promoting body positivity and celebrating diversity in all forms.

2. Offer education and training: Providing education and training on body shaming and its impact can help employees understand why it's harmful and how they can avoid engaging in it. This can include workshops, seminars, or training sessions led by experts or mental health professionals.

3. Encourage self-care: Encouraging self-care practices like mindfulness and meditation can help employees develop a positive self-image and reduce stress, which can help combat body shaming.

4. Implement a zero-tolerance policy: Organizations should have a zero-tolerance policy for any form of discrimination, including body shaming. This sends a clear message that this behavior will not be tolerated, and there will be consequences for those who engage in it.

5. Lead by example: Leaders in the organization should model positive body image behaviors and language. This can include promoting healthy habits and body positivity through company-wide communications, modeling self-care practices, and avoiding engaging in negative or discriminatory talk about bodies.

Image courtesy of Alex Boyd @alex_boyd

About Jim Woods

Jim Woods is a highly experienced diversity, equity, and inclusion expert with over 20 years of experience helping organizations create a more inclusive and equitable workplace. He holds a master's degree in Organizational Development and Human Resources and has served as a university professor.

As the President and CEO of Woods Kovalova Group, Jim is committed to promoting diversity and inclusion in the workplace. He has worked with Fortune 500 companies such as Cisco Systems, Microsoft, and Boeing, among others, and his expertise demonstrates that he understands how major companies operate.

Jim knows how to create an environment where everyone feels respected and valued, regardless of their background. His extensive knowledge and practical insights make him a sought-after speaker and consultant on diversity, equity, and inclusion issues. Jim's dedication to creating a more inclusive and equitable workplace has positively impacted many organizations and individuals throughout his career.

Jim Woods is a highly experienced diversity, equity, and inclusion expert, with over 20 years of experience helping organizations create a more inclusive and equitable workplace. He holds a master's degree in Organizational Development and Human Resources and has served as a university professor.