1. We’d be outraged if a business owner told an employee she wouldn’t receive her bonus unless she lost weight. With most jobs, our looks should be regarded as irrelevant to our suitability and remuneration. What matters is that we have the skills for the job and put them to good use. Yet appearance discrimination, or “lookism”, is pervasive and consequential in the workplace. Can lookism in employment ever be justified? And, when it can’t, should we legislate against it?
remuneration: /rɪˌmjuːnəˈreɪʃn/ n. 薪酬
2. The first of these questions might seem to have an easy answer, namely, that lookism can be justified only when appearance is a genuine qualification for work, that is, has a real bearing on a person’s ability to do a job or do it well, such as modelling or some acting roles. But this just pushes back the problem. We must now ask: when is appearance a genuine qualification for a job? And even: should genuine qualifications always count, or can there be moral reasons for not counting them?
3. Much the same questions arise in relation to race and gender. There are cases when each of these can be regarded, reasonably, as a “genuine occupational requirement”, for example, “being a woman” for a women’s refuge support worker. But it is equally clear that “being a man” cannot justifiably count as a qualification for being a doctor, even if patients might be happier receiving medical advice from a man because, for sexist reasons, they rate men’s medical skills more highly. And that is so even though there’s a sense in which being a man is a genuine qualification for the job when a male doctor would be better able to minister to patients’ needs because their prejudices mean they’d trust him more and hence be more receptive to his advice. In other words, there are some genuine qualifications that it is not justifiable to count.
4. Consider two cases that concern the treatment of employees in the workplace and vividly raise worries about appearance unjustifiably counting as a qualification. The first relates to a performance evaluation of an employee called Courtney at a Canadian fashion company whose manager said her looks were affecting her ability to do her job. Interviewed by the BBC in 2022, Courtney said:
He point-blank told me that he thought I was too fat to be in the position I was in. He told me he was embarrassed having me around our vendors in meetings, and that it ruined his reputation.
5. He then advised her to start going to the gym and avoid wearing fitted clothing. Unsurprisingly, Courtney felt shell-shocked. Subsequently, her appearance anxieties had a negative impact on her work because she was distracted by worries about what her colleagues thought of her.
6. The second case relates to an accusation in 2020 by the UK radio journalist Libby Purves against the BBC. Purves claimed that, for presenters on both television and radio, older women were under greater pressure than men of a similar age to appear younger, since women are judged on their looks, and part of what it is to be attractive for women is to look youthful. In an opinion piece for the Radio Times, she wrote:
7. Sue Barker has been binned from A Question of Sport after 23 years. She is 64. More willingly, Jenni Murray and Jane Garvey depart from Woman’s Hour, aged 70 and 56. They are replaced by Emma Barnett, a mere 35. What is this? Are we written off as old trouts while men become revered elders, sacred patriarchs, silver foxes?
bin: v. 丢弃
old trout: 这是一个俚语，以为“老家伙”，这里就是调侃自己是“老女人”
revered: /rɪˈvɪrd/ adj. 受人尊敬的
silver fox: 一种动物“银狐”，在俚语中指“吸引人的中年男子”
8. In both cases, lookism seems entangled with sex or gender discrimination, and, in the second case, with age discrimination too. This might provoke the thought that appearance discrimination is problematic only when it is entwined with some other form of discrimination, and that there is no reason to be concerned about it when it occurs on its own. But that seems clearly false.
9. Appearance discrimination matters in its own right, and indeed operates in many of the same ways as other forms of discrimination we are committed to fighting, such as racial discrimination. Just as prejudices influence behaviour consciously and non-consciously in racial discrimination, so too they operate in conscious and non-conscious ways in lookism. Our responses to the looks of others often involve unjustified associations, whether positive or negative, between appearance features and character traits. These associations may function as implicit biases, or sometimes take the form of stereotypes that are endorsed with varying degrees of unreflectiveness.