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Fat Shaming: Bias and Hiring in the Yoga and Fitness Industry?

(Author: Kate Sargent)


This study evaluates the presence and effects of weight bias in the yoga and fitness retail industry. Topics addressed are the appropriation of yoga and the thin, white, rich monopoly on yoga, and fat bias in yoga classes. Included is the evaluation of the fitness and yoga retail industry’s mistreatment of the fat/obese/overweight “plus size” client as well as the discrimination of larger size applicants in selling and management roles. The paper also addresses movements in progress to illuminate this discrimination and mistreatment, as well as seek to normalize the presence of bigger bodies in the yoga and fitness world. A survey of recruiters in the fitness fashion industry identifies and evaluates fat bias in hiring shows evidence for widespread fat bias, both explicit and implicit. A new and original training program is suggested as one way to recognize, address and help combat the discrimination and bias in the hiring process and with clients in the store. The training forces exposure to larger bodies and an appreciation of their value as well as an understanding of the challenges faced by a larger person.

Note: This paper uses the words fat, larger, plus size, overweight interchangeably. Fat is considered acceptable by most fat acceptance groups and no negative connotation is intended. Fat in this case implies anyone in a size 16 or above, but can mean different sizes and visual representations to those evaluating in the hiring process.

The fitness industry continues to grow rapidly in America and across the Western world. Yoga has become a large segment of that industry in dollars and participants. The benefits of yoga on all bodies, has been widely documented in study after study from medical to the psychological to the spiritual. While the yoga of 40 years ago was populated, practiced and run by Indian men (Caplan, 2015), the yoga of the last 20 years has been appropriated by the thin, white, able-bodied women of the middle and upper class (Murphy, 2014; White, 2004)). The great majority of classes are taught by these same women and represented by these same types in media and promotional imagery (Penny, 2014).

The fashion industry for years has followed a similar path, with its focus on thin or “straight-sized” clientele (Silverstein et al, 1986). The majority of all fashion and retail stores are created for the 16 and under sizes, with limited representation of other body types in the media and offering only pared down and less appealing options for plus size clothing (Schlossberg, 2015).  In a higher end fashion store it is often common practice to only hire women who fit into their “uniform” or clothing sold within the store- many times only up to a size 12-14.  As a result, this size and fit discrimination of the fat, obese, or overweight* client and worker have been ingrained into the American culture. This paper will delve into this weight and appearance discrimination within the fitness fashion industry, with a special focus on the growing yoga segment. It will examine how this manifests through hiring, representation, participation and the effects on the employees, consumers and practitioners.

Being fat/obese/overweight has been especially unwelcome where the fashion and fitness industries collide (Sartore & Cunnigham, 2007). This paper explores the idea that there is an expectation in the hiring process to identify thin, fit, talent to fill the open roles in the yoga/fitness industry.  This paper will also examine whether there is a valid justification for explicit bias and outright discrimination due to the type of business and product being sold, as there are protections for built-in discrimination in certain types of roles (Vo, 2001). Finally the paper will consider the efforts underway to end this discrimination in the industry and find a more inclusive path for larger and less fit bodies in the future through the body positivity movement.

To add additional support, a survey of recruiters in the yoga and fitness industry is included to question those directly responsible for the hiring process. From the details in this study a need for a new and original training is suggested. This training protocol is to recognize, address, and improve the different aspects of weight bias from the inside, before the hiring process begins. Implementing this training is recommended in all yoga and fitness retail companies. This training is created for top down facilitation in all levels of the organization involved in the hiring process.

It doesn’t come as a shock that there is a mistreatment of fat candidates on the hiring end of the fashion industry, as it has for decades largely ignored or marginalized the fat customer. Fashion guru and industry icon, Tim Gunn recently called out the fashion industry for just that in an op-ed piece he wrote. Gunn states, “The apparent disconnect between what retailers offer and what customers need stems partly from an old, enduring stigma in the fashion industry, which has seen plus sizes as denigrating to a brand.” (Gunn, 2016).  If an industry is willing to marginalize a customer base of 100 million women worth $20.4 billion and growing rapidly (Banjo & Rolla, 2016; Gunn, 2016), it is understandable that they would be equally likely to discard the idea of hiring someone fat in their stores or management. This idea that overweight and obese people “denigrate the brand” (Gunn, 2016) has been an implicit bias for decades, unspoken but obvious to anyone shopping.

In recent years, leaders in several different retail companies have explicitly stated this bias. Karl Lagerfeld of designer brand, Chanel has famously been quoted and sued for defamation for his comments about fat people and his assertion that Chanel would never make larger sizes. In 2013 he said on French television “no one wants to see curvy women on the runway” (Kirkova, 2013).  The CEO of Abercrombie & Fitch (A&F), a teen lifestyle brand was quoted as saying “A lot of people don’t belong [in our clothes], and they can’t belong,” Jeffries told Salon. “Are we exclusionary? Absolutely. Those companies that are in trouble are trying to target everybody: young, old, fat, skinny. But then you become totally vanilla. You don’t alienate anybody, but you don’t excite anybody, either” (Petersen, 2014).

In the yoga/fitness industry none is more famous than CEO Chip Wilson and his comments about lululemon. Lululemon was accused of skewing their sizes so small that very few can wear them. When asked about a plus size yoga consumer he states, “It’s a money loser, for sure,” he told the Calgary Herald. “I understand their plight, but it’s tough.” and “frankly some women’s bodies just actually don’t work for lululemon’s pants” (Bhasin, 2013). Wilson further went on to attack women whose thighs rub together (presumably larger women) and how the product is not meant for those women.  There is a very clear message here to women of size that they are unwelcome, from the top haute couture designer at Chanel, to the casual lifestyle A&F to the leader in women’s yoga and fitness pants, lululemon. Unfortunately, this attitude is not unique to these brands, and it alienates more than just future customers.

Potential candidates for employment are not spared from this anti-fat bias. There have been several studies evaluating how fat people are treated within the retail workspace.  The overall impression is that they are not treated very favorably. In many workplaces, larger people have been assigned less important or less valuable territories (Bellizzi et al, 1998).  Often the importance of having a uniform group of people representing a particular clothing or lifestyle brand takes precedence over work ethic and best fit for the job (Pettinger, 2004; Williams & Connell, 2010).  It does seem logical that a “branded worker” within a store that sells clothing only sized 0-14 could automatically be considered discriminatory if they refuse to hire people that do not fit into the clothing sold in their store (Hay & Middlemiss, 2003). In some ways this is a valid policy. Showcasing product on employee models has been an effective selling technique throughout the ages (Williams & Connell, 2010). However, there needs to be more work done to identify whether those “unbranded employees” (who in many cases are larger people who cannot fit clothing to advertise the product) with strong selling skills assessed in the hiring process might counteract the negative of not wearing and representing the actual clothing. An argument could be made that what a salesperson needs to exhibit is selling skills, not the ability to wear product. Additionally none of these papers specifically addresses the pervasive fat vs. fit ideology within yoga and fitness industry- deciding to pass on a candidate due to the subjective observation of a fat or fit body. More research is needed to understand why and how to counteract the visual snap judgment that a larger size body implies a certain level (or lack) of fitness and overall health, and the further connection that this leads to weaker sales within the store.

            Yoga and the fitness industry can potentially be at odds with each other as well. While the clothing created (yoga pants, sports bras, etc.) is sold for both yoga and fitness, they tend to seek a different experience and emotion.  It is common to see images within Nike and Under Armour portraying thin muscular people mid-struggle, in agony, sweating and pushing themselves to the limit for fitness. Additionally fitness is sold through many videos like P90X, Insanity, even Zumba, as a method for weight loss. These ads are rife with shocking transformations and a glut of before-and-after images. Although there is some satisfaction to be had in the process, most fitness advertising is about losing weight and gaining muscle tone, with success being defined as thin and cut as possible (Blaine & Mc Elroy, 2002).

Yoga in contrast has its roots in the Hindu culture and is more about peace, harmony, clarity and centering. It is not just about an end goal and some practitioners might argue that having a goal defeats the purpose of yoga’s “be content in yourself in the moment” ideology. Only recently has yoga been tapped for its inherent weight loss properties.  Its recent absorption into the fitness industry has seen it change dramatically.  It seems to follow that yoga would be the more welcoming part of the fitness industry.  This has not been the case in recent years.  Both yoga and the larger fitness industry have headed down the same path. Thin, rich white women with the thin=fit mentality have taken over the power in the yoga industry, similar to the way they took over the high fashion industry with their thin=sexy ideal. Instead of being about peace and mindfulness, yoga has become more competitive and sexualized. Tighter clothing, sexy yogawear, competitive flexibility and strength have changed the landscape of yoga (Harvey, 2010, 2014; Moore, 2016).

Along with this competitiveness and sexualization of yoga comes a new value placed on exclusivity, as Chip Wilson of lululemon had mentioned he supports.  Unfortunately, this exclusivity leads to intimidation and an ingroup/outgroup mentality. This helps create an unwelcoming environment for those who look different and have different levels of fitness.  It is unfortunate, as there are so many benefits the overweight yoga students are missing. Benefits like reducing stress and obesity (Dhananjai et al., 2013) and even obesity prevention (Guarracino et al., 2006) aren’t experienced due to stigma, discomfort and a lack of fitness clothing made for their needs. Perhaps one reason for this resistance is that the inclusiveness of larger bodies fights against the diet and fitness industry’s main psychological selling technique, the “before-and-after” ideal. Before meaning fat and unfit, while after meaning thin and fit. They will have to fundamentally alter their mentality and advertising if fat people are thriving within the yoga /fitness model.

In recent years there have been increasing actions towards fat acceptance in the yoga and fitness industry. It is encouraging work being done by retailers and plus size yogis to recognize that the overweight consumer is not just an afterthought and that being an overweight fitness enthusiast is not an oxymoron. Companies like Target and Old Navy brands have begun selling lower-end yoga and fitness gear up to sizes 16-26. High-end and more technical fitness wear companies like Nike and Under Armour have followed, but their sizing is still extremely limited and sizes past 18 are still difficult to find (Banjo & Rolla, 2016). This year the first major high-end women’s yoga company ($100+ for a pair of yoga pants) lucy activewear, hired a product manager known for plus size product and will debut a full line of plus size fitness pants and tops designed from a plus-fit model, not adapted from a straight size (internal information VF Outdoor/lucy activewear). The industry is moving forward, and in order to recognize the multi-billion dollar buying power of the plus-size woman, they will also need to represent those women in their stores visually (Banjo& Rolla, 2016). Bigger bodies will want to see how larger clothing fits on their body type and seeing themselves represented will encourage them to buy more.

In the yoga community, a movement towards “body positivity” is in progress as well because, “We (currently) associate yoga with being skinny, white, and even upper class.” (Banjo and Rolla, 2016). Groups like the National Association to Advance Fat Acceptance, in Berkeley and yogis like Dianne Bondy, Jessamyn Stanley and Anna Guest Jelly are finding less mainstream methods to change that impression and promote that overweight people can be fit and find a safe space within the industry. “NAAFA’s goal is to help build a society in which people of every size are accepted with dignity and equality in all aspects of life. NAAFA will pursue this goal through advocacy, public education, and support” (NAAFA, 2016). Dianne Bondy, as an accomplished fat yogi, founded the Yoga For All movement and uses social media and specialized classes, retreats and her social justice background to promote yoga for bodies of size (Bondy, Jessamyn Stanley is a writer, body positivity advocate and accomplished yogi (Stanley, 2016), she has used her blog and YouTube videos as well as in-person classes and media appearances to drive the overweight yogi into the spotlight. Finally there is Anna Guest-Jelly, yogi and creator of Curvy Yoga. Curvy Yoga is a specialized yoga targeting larger bodies. It is an additional certification recognized by the yoga alliance for teachers to take. Curvy Yoga allows them to make accommodations and suggest adjustments and alternatives so the larger student feels comfortable and gets the maximum benefit from yoga (Guest-Jelly, 2016).  These three women have all helped to make the yoga community more accessible to the overweight client. As women of size themselves, they fight against the lack of diversity and representation in the teaching population of yoga classes and prove that larger bodies can be equally and sometimes more flexible than their predominantly thin instructors

As with any movement, the body positivity movement within yoga and retail isn’t without controversy and disagreement on ideology and method. Critics of the body positivity movement argue that creating a group of fat yogis is just further separating the fat client from the thin client and that it will make inclusion harder (Miller, 2016).  Instead they would prefer having more fat students incorporated and feeling welcome within regular yoga classes.

Likewise in the retail industry there is argument about separating out the plus sizes, putting them in the back or an identifiable area vs. removing the idea of plus sizes and racking all sizes together. “Retailers commonly relegate plus-size clothing to faraway corners of their stores and stock clothes designed to cover women up” (Banjo & Rolla, 2016). While plus-size women are surely thrilled to have increasing options and more space within the floor real estate, does separation of clothing sizes lead to the dangerous “separate but equal” mentality?  Taking that a step further, do targeted “curvy yoga” classes discourage thin or straight sized bodies from attending, thus swinging too far in the other direction past equal representation? Even more concerning is the idea that this separation or singling out of a specific size type might actually hurt the chances of equal treatment in the hiring process, effectively drawing MORE attention to one’s size rather than increasing its acceptance as mainstream. These questions and consequences need to be studied as larger sizes become more visible, vocal and increase their buying power.

There is a fundamental ideological argument against this type of fat acceptance in fitness jobs, classes and as consumers that comes up often as well. This is the idea that fat acceptance means glorifying an unhealthy lifestyle and body type.  This is in some ways a legitimate concern (conversely, it has been called fake concern trolling on social media sites).  Fat activists would argue that acceptance does not mean promotion. A larger person being allowed to thrive in a yoga class, buy clothing in their current size or represent a brand selling fitness clothing does not imply promoting all bodies should be fat, only that all bodies do not have to be skinny. Fat acceptance pioneers merely support a larger person having as much right to feel comfortable and reap the benefits of a class or piece of clothing.  This acceptance simply seeks to stop the practice of fat shaming and give all bodies the same respect (Farell, 2011).

Additionally, just because a person looks thin does not necessarily make them any healthier than a person who appears fat. Fat and thin are visual judgments and not official or medical classifications (Van Amsterdam, 2013). Visual judgments like fat and skinny do not take into account the internal physical fitness of an individual. There are thin people who may be smokers or anorexic or simply have no muscle or stamina. There may be larger bodied people that exercise daily and have excellent heart and blood pressure health.  Accepting one’s current body does not imply a level of health or that improvement is unwelcome.

Classification and judgment as fat (outgroup) or skinny (ingroup) can be considered as discriminatory and marginalizing as those based on race, gender, sexuality and disability. Research suggests that fat bias is even more sinister, “There is also some evidence suggesting that overweight and obese people hold anti-fat attitudes to the same extent as do normal-weight individuals. Therefore, anti-fat biases might be different from racial or ethnic biases in that there does not seem to be in-group favoritism, in which one’s own group is perceived in a relatively positive light.” (Schwartz et al., 2006, pp. 440-441). This study reveals that fat people also have fat bias against other fat people. They associate a visually fat body with laziness and poor performance, even while being fat and not identifying themselves as such. The negative attitudes are so institutionalized that no one is spared from these biases. Fat bias; and more extensively race and gender biases; have been researched and some successful ways to counteract these impressions and feelings have been identified. Education and exposure are essential tools in helping prevent and end discrimination and marginalization (Puhl et al., 2008). This has been seen time and again within race, gender and sexuality (Devine et al., 2012). Sometimes it can be as simple as watching a larger person finish a marathon, or an inflexible skinny person struggle into a yoga pose to elicit compassion and acceptance for all bodies.

Gender, sexuality, race and disability are all currently protected by the Equal Employment Opportunity Commission which makes it “illegal for employers to discriminate in the workplace due to the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information” (EEOC as cited in Sargent, 2016).  It has been seen many times over that race, gender etc. aren’t necessarily openly discussed as reasons for rejecting a candidate for hire (Marshall et al., 1998). Discrimination in the hiring process can be sinister for fat candidates as well.  Most companies know that they cannot outright state their desire to hire only a certain type of person/look/body without leaving themselves open to a lawsuit.  As such, often there are code words used to encourage discrimination. Phrases like “culture-fit” or “brand-right” can be used to imply that a candidate is qualified but will not fit in the organization due to weight or fitness level. The laws do not currently explicitly refer to weight as a protected category in employment. As such there is nothing officially preventing employers from accepting fat biases and hiring those who appear thin or fit. Going a step further, it can seem that the fitness industry actively repels fat candidates for employment.

The law has not always supported these fat candidates facing discrimination, particularly in industries where fitness or weight loss are involved. In a case where a 350 lb man applied for a job at a weight loss center, he was told by the hiring manager that he was the most qualified candidate. He was then told that their company was image conscious and worried that his weight would send the wrong message and they ultimately did not hire him. The courts ruled that, “it is well established that an employer is permitted to make hiring decisions based on certain physical characteristics. The mere fact that Defendant was aware of Plaintiff’s weight and rejected his application for fear that his appearance did not accord with the company image is not improper” (Goodman vs. LA Weight Loss Centers as cited in Pagliarini, 2014).  This review lumps this particular case in with other “ aesthetic discrimination” cases and likens it to dress code and grooming standards.  This trivializes weight discrimination. It can be argued that like sexuality and gender, some people are built physically different than others and that being overweight alone will not necessarily impact job performance and qualifications for a role.

Reading through the literature it is clear that weight bias is becoming a serious concern in the workplace (Hansson et. al., 2010; Warhurst et al., 2009). Weight bias can manifest in several ways. The first is attractiveness, people who are seen as fat are perceived as less attractive, and other studies have found that attractiveness is measured by hiring managers and used as a barometer for hiring (Eagly et al., 1991; Hosoda et al., 2003; Marshall et al., 1998; Warhurst et al., 2009). The second is laziness, the perception that bigger people are somehow lazier and underperforming (Rudolph et al., 2009; Stein et al., 2009). Third, that additional costs will be incurred by hiring a fat person due to anticipated disability, including more time off work, illness, health concerns, and insurance (Pingitore et al., 1994 Puhl and Brownell, 2001 as cited in Sargent, 2016).

The Implicit Association Test (IAT) test (Harvard IAT, 2016), the Fat Phobia Scale (Bacon et al, 2001) and the Anti- Fat Attitudes Test (AFAT)(Lewis et al. 1997) are tests created to measure this type of bias. Taking the tests and evaluating the results allows individuals and companies to identify the bias they are working with and help to overcome it. Identifying these biases and working to prevent them is a great start. A bigger step would be for the government to put a stamp on weight bias and label it actual discrimination, making it harder for companies to openly reject larger candidates on the scale that they currently do.

This paper has examined the yoga/fitness industry and shed a light on the many ways fat bias permeates the different aspects of it. Through this paper it has been determined that more study is needed on the effects of fat bias in the industry. This paper also revealed that more efforts need to be made to find inclusiveness and the body positivity movement doesn’t yet know exactly the right way to do that. This paper has also shown through its research, and its independent survey of recruiters, that fat bias is pervasive in the yoga/fitness industry and that fat candidates and employees are being discriminated against in the hiring process. Using other markers for discrimination like race, gender and sexuality as an example, education and visibility appear to be the keys to finding lasting shifts in attitudes. The first step is normalizing larger sizes and acceptance of ALL sizes in yoga and the greater fitness industry. The next step is to understand that fat and fit are not mutually exclusive and that employment and exercise are equal opportunity for everyone. Finally, it is important to recognize that perhaps the best salesperson or teacher facing a population trying to get fit could be anyone at any stage of their fitness journey, as that process is both unique and universal.

Implicit Bias Recruiter Survey

            To determine what level of awareness and actual bias currently exists in the hiring process of fitness retail companies, a survey was sent out to eight recruiters. These recruiters are on the front line, seeing what hiring managers want and do not want in their candidates.  The survey was a combination of seven objective and subjective questions. The expectation was that all would identify the bias against larger candidates in the hiring process. Further it was expected that some would in fact have been told explicitly to avoid heavier and less fit candidates. The recruiter sample is as follows:

2 Nike Recruiters

1 Under Armour Recruiter

1 lululemon Recruiter

2 North Face/lucy activewear Recruiters

1 Athleta/Gap Inc Recruiter

1 TechStyle Fashion Group (Fabletics) Recruiter

There are some variables to take into consideration in the results. There is one company that only hires online employees, which may affect their responses as they do not hire consumer-facing employees.  Five of the companies sell only women’s fashion, which could allow for a gender component as well. Two of the companies carry a full range of plus-sized items currently. Lastly, 6 of 8 recruiters were based in California, four northern and two southern. California tends to be a state with stronger laws and regulations protecting candidates in the hiring process as well as being a more diverse and inclusive state. California also boasts four out of the top ten fittest cities -San Francisco, San Jose, San Diego, Sacramento (Weingus & Hall, 2015) and five of these recruiters work in three of those cities, so this may have impacted results as well. Overall the results fit with original expectations, although it was surprising to see that more recruiters did not identify as thinking that overweight candidates should not be hired in their industry. This may be a result of the surveyor. While the survey was anonymous, it originated with a recruiter who is familiar, in their industry and overweight personally. Perhaps some were unwilling to identify their own biases in spite of anonymity.


Questions and Responses:

  1. Have any of your hiring managers ever explicitly told you to hire someone “fit” or “thin”? (2 yes, 6 no)
  2. Do you feel that there is an expectation that candidates for your roles are thin or fit? (8/8 yes)
  3. Have you ever withheld a candidate from consideration due to their size or fitness level? (6 yes, 2 no)
  4. Do you feel there is an unconscious (implicit/unspoken/not directly stated) bias against larger candidates with equal skills and experience in the fitness industry? (7 yes, 1 no)
  5. Have your hiring managers used the reason “not a culture fit” to eliminate a candidate that was highly qualified? (8/8 yes)
  6. Have you ever attended training in your current workplace covering unconscious bias?  (2 yes, 6 no)
  7. Do you feel your team and hiring process would benefit from a training that covers unconscious bias? (8/8 yes)
  8. Do you believe that it is wrong to hire overweight candidates for customer facing roles in the fitness industry? (7 yes, 1 no)


Recognizing Weight Bias:  A Corporate Training

            One of the ways that has been shown to effectively decrease discrimination and bias, is education and exposure. As one of the first steps to overcome weight biased hiring in the yoga and fitness industry, a multi faceted training program is called for. What follows is an overview of a proposed training program.

The people involved in this process will be the recruiters who are asked to SOURCE and evaluate candidates and ultimately run the trainings.  All executives who set policy and EXPECTATIONS will attend first.  Then the hiring managers who INTERVIEW candidates and ultimately make the decision to hire a candidate for the store will attend. Finally, managers working in the stores who SERVICE customers will go through training.  By including all four levels of the process, this ensures that all bases are covered in the experience of an overweight client or candidate for employment.

A Four Hour Initial Training Day Hosted by an Experienced Recruiter

  1. Identifying bias, both explicit and implicit. 30 mins: Instructor will plainly address explicit bias, making sure that the group knows that they are in a safe space to admit their own biases and acknowledge that it is something the company is aware of and is actively trying to improve.  Discuss the examples and quotes from A&F and lululemon’s CEOs and the backlash created when people express their explicit bias.

After this introduction, candidates will be logged into computers and each take the Harvard IAT Weight Bias test.  Their results will be private, but all will be encouraged to speak freely and identify what surprised them about their results.  The goal is to realize that bias exists in everyone and that knowing is the first step.

  1. A video on Unconscious Bias manifesting in the workplace and how to combat it. There are no strong videos addressing weight bias directly, but the instructor will use the broader concept of unconscious bias in the workplace and tailor the message specifically to weight bias (or this training could be a part of a larger training on all things like race, gender, ableism, religion etc. Video by Workplace Answers  A discussion will follow.
  2. Breaking down the stereotypes and biases. Bringing in a plus-size yoga instructor, plus-size yogi, and plus-size manager of a retail store. Each of them shares their personal anecdotal experience of how they have maneuvered and succeeded within the yoga and fitness industry and the challenges they have faced and how they have suffered due to weight bias.  They then sit on a panel and answer questions from the group-trainer, who  will be prepared to ask questions if the audience does not contribute.  Questions such as- have you ever felt uncomfortable in an interview due to your size? What do your personal results look like as a manager? Do you have any advice for employers wanting to make people of size feel comfortable through the process? How can we attract excellent talent without them being intimidated by the fitness aspect of our business?
  3. Identify the capability and strength of plus-sized candidates. See it in action for yourself. Body Positive yoga with Jessamyn Stanley, Anna Guest Jelly and Dianne Bondy- interviews with three pioneers in the body positive yoga movement. Visually see what these bodies are capable of. Discuss positive representations in the fitness community-


  1. What’s in it for the company? Finish the process with statistics and possibly clips from TV shows to show the movement. Be a part of hiring from this big pool of talented candidates that may be overlooked by other companies. Be on the right side of history- learn from the lululemon and A&F mistakes.

  1. Interview training with the recruiter addressing how to interview, key words to use and what not to say. Discuss how to talk about this with your managers and teams who hire staff, ensuring they are aware that any discrimination of this nature is not to be tolerated. Also tips for appealing to the plus size yogi and fitness fans. Tools for finding body positive gyms and clubs in their areas to attract applicants and partner together for events.
  2. Recruiters are to follow up with those who attend the trainings in 6 months with a questionnaire to assess impact and hiring changes. Call a strategy meeting to discuss results.



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