WEIGHT LOSS SURGERY AS A TOOL

Welcome to some new to the board but nearly at goal – you have been so
successful – I think others would benefit from your advice.

We have all been given a tool by Dr. Zapata, not all will get to goal – it
is sort of like tires – mileage varies widely depending on the driver. On
occasion wls fails because of mechanics – it can happen and I think it is
important not to blame the patient but look at the total picture. The
possibilities for metabolism are infinite so we go into this literally
fighting with our bodies, our bodies love being fat, it is our genetic
heritage! However, sometimes we don’t all use our tool as wisely as we
should – our inner child (and mine is a spoiled rotten brat) win out over
sensible decisions of what to put in the mouth.

We are all in this together – people who have never had weight issues don’t
have a clue about how hard it is to diet stringently with no success – or to
lose a large amount of weight only to regain with friends. Even with the
best of tools, success can be challenging – without our tool there is almost
no hope of beating the odds.

So for today, we each have a tool – and we can work it one day at a time.
Take this moment to be thankful and make good decisions only for today
without worrying about tomorrow. This is how people succeed at weight loss
- one day at a time, being mindful of the rules and forgiving yourself if
you have a weak moment. We all have weak moments – the goal is to make
good food choices 95% of the time and forgive the other 5% because we are
human. Keep the voices in your head kind and gentle – we all respond better
to kindness than criticism and we are all our own worst enemy. Today is a
gift, use it wisely.

Obesity Reality: Discrimination Starts With Jobs

Do you realize that if you are heavier than average you may encounter discriminatory attitudes and may be denied equal opportunity even in the work place? You may have taken the barbed, and often not veiled, references to your size in your stride, but do you realize that you may have been allocated a job beneath your ability, and run the risk of being denied promotion and increments, as well as being demoted or fired because of weight prejudice?

Another dimension of the bitter obesity reality: discrimination starts with jobs!!!

A recent study from Yale University brings to light certain disturbing facts in this regard: weight discrimination is rampant in daily interpersonal relationships as well as in the work place. It is almost as common as racial discrimination and, in certain circumstances more frequent than age and gender discrimination. Statistics from the Equal Employment Opportunity Commission (EEOC) also second this finding. Discrimination on the basis of body size is just about as frequent as racial discrimination.

The Yale study also emphasizes that overweight women are twice as likely to be victims of discrimination in comparison to overweight men.  Also, women are discriminated against at lower ends of the weight gain spectrum.  In fact, men run a serious risk of being discriminated against when their BMI reaches 35; for women this becomes real at a BMI of 27.

Given that as many as 34% of adults in the U.S.A are clinically obese, that is, having a body mass index (BMI) of 30 or higher the repercussions of this prejudice are phenomenal. The economic and social ramifications of the same are also not trivial, even if we were to disregard the enormous psychological ramifications of the same.

Various authors and social scientists have brought forth startling figures in this regard. Overweight workers draw a salary which is $1.25 less an hour, in comparison to their slimmer counterparts. That effectively translates into a salary up to $100,000 less, before taxes, over a 40 year career span. Women who are slightly overweight make about 6% less in wages, while very heavy women make as much as 24% less than standard weight women.  Men, however, experience significant wage losses only when grossly overweight.

Heavier workers do not get pay hikes similar to their thinner co-workers, with wage growth rates being almost 6% lower over three years.  Obese young women (speciallt between the ages of 18 and 25) are especially at risk of prejudice, earning 12% less than their thinner counterparts. In fact in several agencies like airlines, the weight cut offs for men correspond to large body frames for men; women are limited to maximum weights corresponding to medium body frames. 

In another population based survey, 26% of subjects who were more than 50% overweight reported they were denied benefits such as health insurance because of their weight. Another 17% claimed that has faced social discrimination in the workplace and had been pressured into resigning, or had been fired.

Managers have been guilty of hiring prejudice when it comes to obese subjects. Equal qualifications, equal references, and similar personalities do not translate into equal job opportunities at the work place, with most choosing the thinner applicants. Very often the hiring staff has been found to make baseless assumptions about overweight applicants, often labeling them as aggressive, lacking in self discipline, or less productive.

Several employers and insurance agencies also view obesity as a liability. This is totally uncalled for as an objective, medically supportable evaluation is imperative before a worker is condemned. Corporate decision makers and personnel managers must be trained to overcome prejudices and reject false stereotypes in order to match the best person to the job at hand, based on qualifications and performance, and not body size.

The flip side of this scenario is that there are legitimate concerns about the rising costs associated with obesity in the workplace for the employers because of the morbidities associated with a higher BMI. As per the Conference Board, obese employees have cost U.S. employers as much as $45 million per annum in medical expenses and lost productivity alone. 

The employers are thus advised to implement a weight reduction wellness program instead of discriminatory tactics. Maintaining a healthier workplace culture for employees with healthier options in terms of products on vending machines, health club memberships, and outdoor activities can cut costs and help foster a team spirit with greater productivity in the long run.

Until such time that adequate legislation is put into place and practice, and corporate consciousness regarding the issue becomes a reality, those overweight will continue to bear the brunt of prejudices in the working environment. In the current context, the grim obesity reality that we have to contend with is that discrimination starts with jobs and spills over to almost each area of social interaction.

Weight Discrimination

Prejudice against heavier people is very well prevalent in our society and people who are larger in size than the average experience it very often. With increasing obesity in our country, there is also a rise in weight discrimination. A recent study from Yale University found that weight discrimination occurs in employment settings and daily interpersonal relationships as often as race discrimination. Women suffer the weight discrimination more than the men. The Yale study found that overweight women are twice more likely to face discrimination than overweight men. Plus, the discrimination starts earlier in women’s weight gain. According to the study, discrimination becomes a more serious risk for men when their BMI reaches 35; for women, at BMI 27.

In a study, heavier and average weight job applicants were matched for equal qualifications, equal references, and similar personalities. Hiring staff usually chose the thinner applicants with equal qualifications. People make unfounded assumptions about the larger applicants being too aggressive, difficult to work with, lacking in self-discipline, less productive, or less determined. Employers are neglecting qualified applicants and choosing to hire who are less qualified simply because of their appearance, and specifically because of their weight, thus resulting in a tremendous waste of worker talent.

People who are heavier than average are denied equal opportunity in many areas of their lives. They are not employed where physical work is involved or where they have to interact with customers in person. Large people are generally denied health insurance and life insurance, or they have to pay higher premiums than those of average weight. Applicants are often turned down by educational institutions because of their size. Workers, whose weight is more than the average are generally paid less than their average weight counterpart. In a famous discrimination case which went to the Supreme Court, a college made a nursing student sign a contract promising to lose weight or be expelled (the Court invalidated the contract).

There are no federal employment laws and only one state law (Michigan) specifically prohibits weight discrimination, obese people are being harassed and mistreated very often.

Employers should avoid discriminating against obese employees and job applicants, both legally and ethically. If they are legitimately concerned about the rising costs associated with obesity in the workplace, The Conference Board report gives the employer ideas to try non-discriminatory solutions like:

• Weight reduction program Implementation. According to The Conference Board report, more than 40% of U.S. companies have already implemented such a wellness program, and an additional 24% plan to do so this year. Tips: Keep program participation voluntary and private, and involve employees in the planning.

• Maintain a healthy workplace culture. Ideas: Get vending machines stocked with bottled water and healthy snacks, instead of sodas and candy; offer annual health fairs with cardiovascular screenings; reach out to local health clubs to obtain employee discounts; sponsor a company softball team, as well as other activities that may attract employees of all fitness levels.