The Almond Boss: Unpacking Fatphobia in the Workplace
TW/CW: This article discusses topics related to fatphobia, disordered eating, and appearance-based bias, which may be triggering for some readers.
The image features bold red text "ALMOND BOSS" on a beige background. In front of the text is a black and white image of a muscular man holding a dumbbell. Almonds are scattered around the text and the man, reinforcing the "Almond Boss" theme, which suggests a strong focus on fitness and diet culture.
Understanding the "Almond Mom" and the "Almond Boss"
The term "almond mom" refers to a parent, often a mother, who is deeply entrenched in diet culture, obsessively focusing on controlling her food intake and body size, often to an unhealthy extent. This behaviour usually extends to encouraging or imposing these restrictive practices on others, particularly their children. Drawing a parallel to the workplace, the "almond boss" or colleague exhibits similar behaviours. This person is always on a diet, preparing for marathons, or engaging in extreme weight loss trends. They often talk about their limited eating behaviours, bringing their preoccupation with food and body image into the office environment. These discussions can create an uncomfortable atmosphere, particularly for those who may feel pressured to conform to these unhealthy standards, including individuals who may be in recovery from eating disorders or have a known or unknown relationship with disordered eating.
Fatphobia and Its Impact in the Workplace
Fatphobia, the fear or dislike of fat people, is a form of prejudice that manifests in various ways, including the perpetuation of weight loss culture. This culture can be particularly harmful in the workplace, often leading to discrimination and exclusion. When weight loss culture is prevalent in a professional setting, it reinforces the idea that thinness is synonymous with success, health, and competence. This reinforcement not only alienates those who do not fit these narrow standards but also perpetuates harmful stereotypes and biases. The impact is profound, leading to a toxic work environment where employees feel judged and pressured to conform to unrealistic body ideals, often at the expense of their well-being.
The History of Wellness Initiatives and Fatphobia
Wellness initiatives in the workplace often have a history of being thinly veiled fatphobic practices masquerading as team-building activities. These initiatives frequently focus on weight loss challenges, fitness competitions, or "healthy eating" programs that equate thinness with health and success. While marketed as ways to improve employee health and morale, these programs often marginalize individuals who do not fit into the traditional mould of what is "healthy." Instead of promoting true well-being, such programs reinforce harmful stereotypes about weight and health, contributing to a culture of exclusion and discrimination against those who do not conform. This exclusion is particularly problematic for individuals with a history of disordered eating or those in recovery from ED, as these programs can trigger unhealthy behaviours and exacerbate existing triggers.
The Normalization of Fatphobia and Appearance-Based Bias
Fatphobia and appearance-based bias are some of the most normalized forms of discrimination in the workplace. This bias manifests in various ways, from hiring practices to daily interactions. For example, research shows that overweight individuals are often perceived as less competent, less disciplined, and less successful, leading to fewer promotions and lower wages. Studies indicate that 45% of employers are less likely to hire a candidate they consider “overweight” or fat. Additionally, employees with larger bodies are more likely to be passed over for promotions and earn less than their thinner counterparts. On the other hand, individuals who fit traditional beauty standards—tall, thin, or conventionally attractive people—often benefit from "pretty privilege." These individuals are more likely to be hired, earn higher salaries, and receive favourable evaluations from management and peers.
Behaviours to Avoid as an "Almond Boss"
To avoid perpetuating fatphobia in the workplace, here are fifteen common behaviours that "almond bosses" should avoid:
Constantly discussing dieting or weight loss.
Bringing up personal eating habits or restrictive diets in casual conversation.
Commenting on colleagues' food choices or body sizes.
Encouraging participation in weight loss challenges or fitness competitions.
Judging or making assumptions about others' health based on their appearance.
Prioritizing "health" initiatives that focus solely on weight loss or fitness.
Rewarding or praising employees for losing weight or being thin.
Assuming that thin employees are healthier or more competent.
Creating a work environment that promotes extreme fitness or diet culture.
Dismissing concerns about fatphobia or appearance-based discrimination.
Making comments about someone's weight, whether positive or negative.
Suggesting that others join you in restrictive eating practices.
Discussing your own weight or body image struggles with colleagues.
Comparing the body sizes of colleagues or public figures.
Hosting events that revolve around dieting or weight loss.
Why the Workplace Isn't the Best Place to Talk About Your Diet
The workplace is a professional environment, and discussions about personal diets can be both intrusive and damaging. When diet talk permeates the office, it can create an atmosphere of judgment and exclusion. Not everyone shares the same views on food and health, and what might seem like a harmless conversation to one person can be deeply uncomfortable or triggering for another. Additionally, constant discussions about dieting can reinforce harmful stereotypes and contribute to a culture of body shaming. Even if we share the same views on food and health, we often operate from a flawed system—such as the Body Mass Index (BMI) scale—to measure "health" in ourselves and others. Initially designed for population studies, the BMI scale has been widely criticized for oversimplifying health, failing to account for factors like muscle mass, bone density, and overall fitness. It's essential to be mindful of these conversations' impact on colleagues, particularly those who may already feel marginalized or judged based on appearance.
Understanding the Impact of Appearance-Based Bias
Although I have encountered my fair share of "almond bosses" in the past, I acknowledge that I don't fully know their journey. What I might have interpreted as a disciplined dedication to a meal plan or a simple desire to look a certain way for an upcoming wedding could have been their own internalized fatphobia, which they need to address and grow from, or perhaps their patterns of disordered eating. It's essential to recognize that an estimated 9% of the global population suffers from an eating disorder at some point in their life, and approximately 30 million Americans are currently in recovery from eating disorders. Therefore, it's crucial not to use this article to judge those who exemplify this behaviour at work. We are all influenced and impacted by appearance-based bias, and understanding this influence is a step toward creating a more inclusive and compassionate workplace.
A Path Forward: Confronting Fatphobia in the Workplace
The "almond boss" phenomenon highlights a pervasive issue in the workplace—fatphobia and the normalization of appearance-based bias. By raising awareness and encouraging a more inclusive environment, we can work toward a culture that values individuals for their contributions rather than their conformity to societal beauty standards. This effort ties directly into company Diversity, Equity, and Inclusion (DEI) strategies, which aim to foster a workplace where all employees feel valued and respected, regardless of appearance. Confronting our own appearance-based bias or fatphobia can be uncomfortable but is a necessary part of dismantling how we've been socialized. This process involves unlearning ingrained prejudices and embracing a more compassionate and equitable approach to interacting with others. It's about understanding that our biases often result from a flawed system prioritizing certain body types over others and committing to creating a work environment where everyone can thrive.
Further Reading on Fatphobia, ED, and Appearance-Based Bias
To learn more about fatphobia, eating disorders, and appearance-based bias, here are five insightful books that our founder has read and highly recommends:
The Body Is Not an Apology: The Power of Radical Self-Love by Sonya Renee Taylor
Fearing the Black Body: The Racial Origins of Fat Phobia by Sabrina Strings
Anti-Diet: Reclaim Your Time, Money, Well-Being, and Happiness Through Intuitive Eating by Christy Harrison, RD
Weight Bias in Health Care by Rebecca Puhl, PhD (specific to the workplace)
Body Respect: What Conventional Health Books Get Wrong, Leave Out, and Just Plain Fail to Understand about Weight by Linda Bacon and Lucy Aphramor, PhD (specific to the workplace)
Take Action: Building Awareness and Inclusivity
Becoming aware of the "almond boss" in your workplace—even if you happen to be that almond boss or colleague—can significantly impact your work environment (in a good way). Remember, the more we know, the more we grow. Recognizing these behaviours is the first step toward addressing the subtle yet pervasive forms of fatphobia and appearance-based bias that can undermine a genuinely inclusive workplace. By confronting and understanding the "almond boss" phenomenon, you can start to challenge the harmful norms and stereotypes that contribute to a toxic work culture.
This awareness is not just about individual change; it's a catalyst for meaningful systemic change that aligns with your organization's Diversity, Equity, and Inclusion (DEI) goals. At Bloom, our Management and Workplace Training sessions are designed to help teams identify and dismantle these biases, fostering a workplace where everyone is valued for their contributions. Cultivating an anti-oppressive workplace requires intentional effort and a commitment to continuous learning.
Want to support your people on this journey? We got you! Our Appearance-Based Bias session will help you (and your people) become more aware of these "almond boss" behaviours and make meaningful evolutions to the way they show up at work and beyond.