As a plus-size woman working in offices filled with birthday cakes and free snacks, Laura Bogart was hyper-aware of the looks and stares.
作為一個(gè)身材偏胖的女人，在擺滿生日蛋糕和免費(fèi)零食的辦公室里工作的，勞拉·鮑嘉對(duì)外表和目光特別敏感。

"I would want it and not eat it and think 'What am I going to look like as the only person of size and I'm eating the cupcake?'" she says.
“我會(huì)很想吃它，但不去吃它，然后想‘作為唯一這樣體型的人，我卻在吃蛋糕，我會(huì)是什么樣子呢？’”她說(shuō)。

Bogart, now a freelance writer, has learned to stay silent during discussion of diets and cleanses.
鮑嘉現(xiàn)在是一名自由撰稿人，她學(xué)會(huì)了在討論飲食和清潔時(shí)保持沉默。

"This is not the most empowered answer ever, but I put my headphones on and I just don't pay attention," she says.
她說(shuō)：“這從來(lái)不是最有力的回答，但是我戴上耳機(jī)，不去注意?！?/div>

Bogart isn't just being paranoid. Research shows that in the workplace, obese employees are stereotyped as "lazy, unmotivated, unintelligent, sloppy and lacking willpower." These stereotypes aren't just hurtful, they can have a direct impact on an employer's perception of an employee.
這并不是鮑嘉偏執(zhí)。研究表明，在工作場(chǎng)所，肥胖的員工被定型為“懶惰、缺乏動(dòng)力、不聰明、草率粗心、缺乏意志力”。這些刻板印象不僅有害，還會(huì)直接影響雇主對(duì)員工的看法。

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The shadow of stigma
羞恥感的陰影

Studies show that discrimination increases the higher a person's body mass index. Obese or overweight people are often viewed as lacking self-control, which then translates to a lack of desirable leadership skills.
研究表明，一個(gè)人的體重指數(shù)越高，歧視就會(huì)增加。肥胖或超重的人通常被認(rèn)為缺乏自制力，從而意味著缺乏理想的領(lǐng)導(dǎo)技能。

As a result, they may be passed over for promotions or, in some cases, they may not get hired in the first place.
所以，他們可能會(huì)錯(cuò)過(guò)晉升機(jī)會(huì)，或者在某些情況下，他們可能一開(kāi)始就沒(méi)有被錄用。

Women are slightly more likely than men to suffer the fallout from such stereotypes, says Rebecca Pearl, a psychologist and assistant professor in the department of psychiatry at the University of Pennsylvania.
女性比男性稍微更容易受到這種成見(jiàn)的影響，麗貝卡·珀?duì)栒f(shuō)。她是一位心理學(xué)家、賓夕法尼亞大學(xué)精神病學(xué)副教授。

Women tend to experience discrimination beginning at lower BMIs than men, in part because a woman's level of attractiveness can have more of an impact on her career.
女性開(kāi)始受到歧視的BMI值往往比男性更低，部分原因是女性的魅力水平對(duì)她的職業(yè)生涯的影響更大。

It's not only plus-size people who suffer, Pearl says. In an office obsessed with appearance and weight, for example, internalized weight bias can even affect how people perceive themselves and their abilities.
珀?duì)栒f(shuō)，受影響的不只是體型偏胖的人。例如，在一個(gè)沉迷于外表和體重的辦公室里，內(nèi)在的體重偏見(jiàn)甚至?xí)绊懭藗內(nèi)绾慰创约汉妥约旱哪芰Α?/div>

"Weight stigma affects everyone," she says. "So even people who are lean can be affected."
“體重的恥辱影響著每一個(gè)人，”她說(shuō)?！八约词故巧聿拿鐥l的人也會(huì)受到影響?！?/div>

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Fighting the stigma
與恥辱感斗爭(zhēng)

With the exception of Michigan and cities like San Francisco and Washington, DC, overweight people are not a protected class throughout most of the United States, meaning it is technically legal to discriminate against someone based on his or her weight.
除了密歇根州和舊金山、華盛頓等城市，美國(guó)大部分地區(qū)的超重人群都沒(méi)有受到保護(hù)，這意味著從技術(shù)上講，根據(jù)體重歧視他人是合法的。

"This is the bigger issue: if someone is blatantly discriminated against, there is no legal recourse," Pearl says. "It seems common sense, but it is not included in civil rights protections."
“這有一個(gè)更大的問(wèn)題：如果有人受到公然歧視，卻沒(méi)有法律援助?！辩?duì)栒f(shuō)。“這似乎是常識(shí)，但它不包括在公民權(quán)利保護(hù)中?！?/div>

Because of this, Pearl says, there's often a blind spot in company diversity trainings. Companies may address microaggressions and hostile behavior related to race and gender, but few address how this behavior relates to size.
正因?yàn)槿绱?，珀?duì)栒f(shuō)，公司的多元化培訓(xùn)往往存在盲點(diǎn)。公司可能會(huì)處理與種族和性別有關(guān)的較輕微的侵犯和敵對(duì)行為，但是很少處理與體型有關(guān)的這種行為。

"When we see diversity trainings, we don't hear 'body size' and 'body shape' talked about, even though it is a diversity issue," she says. "A major issue with obesity is it's seen as controllable. People face more blame; something like race, it's pretty agreed upon that someone cannot choose or change their race."
“當(dāng)我們看到多元化培訓(xùn)時(shí)，我們不會(huì)聽(tīng)到人們談到‘身材大小’和‘身體形態(tài)’，盡管這是一個(gè)多元化問(wèn)題?！彼f(shuō)?！胺逝值囊粋€(gè)主要問(wèn)題是它被認(rèn)為是可以控制的。人們要面對(duì)更多的指責(zé)；而像種族這種事情，大家一致認(rèn)為一個(gè)人不能選擇或改變他們的種族。”

Pearl recommends companies include body and size diversity in their workplace trainings, taking special care to include examples of microaggressive behaviors that can spread the bias.
珀?duì)柦ㄗh，公司在工作培訓(xùn)中應(yīng)包括身體和體型的多樣性，特別注意要包括能傳播偏見(jiàn)的輕微侵犯行為的例子。

"Even if it's not directed toward them, if they hear someone commenting on other peoples' weight, a negative comment about what someone else's body looks like and the clothing they're wearing — I've heard from patients that's hard not to apply to yourself if you're of that same weight status," Pearl says.
“即使不是針對(duì)他們，如果他們聽(tīng)到有人評(píng)論別人的體重，負(fù)面評(píng)論別人的身體是什么樣子,以及他們穿的衣服——我聽(tīng)來(lái)咨詢的病人說(shuō)，如果你有同樣體重，很難不把這些評(píng)論適用在自己身上?！辩?duì)栒f(shuō)。

"It's not uncommon in our culture. There's a lot of talk about weight and dieting and for some reason people feel more inclined to comment on weight than other things."
這在我們的文化中并不少見(jiàn)。有很多關(guān)于體重和節(jié)食的討論，出于某種原因，人們更傾向于評(píng)論體重而不是其他事情。

Bogart says to some extent, she's given up on trying to fit into the office mold.
鮑嘉說(shuō)，在某種程度上，她已經(jīng)放棄了嘗試融入這種辦公室的模式。

"When I was younger, I would hear that stuff and I would be like, 'Oh my God, your nightmare is looking like I look,'" she says. "It's interesting because to some degree, we are always ingrained to look at people of size differently. It's a profound cultural bias. Things will get better, but it will never fully change."
“當(dāng)我年輕時(shí)，我聽(tīng)到這樣的話，我會(huì)想，‘天哪，你的噩夢(mèng)看起來(lái)就像我一樣。’”她說(shuō)。“這很有趣，因?yàn)樵谀撤N程度上，我們總是根深蒂固地以不同的方式看待不同體型的人?！边@是一種深刻的文化偏見(jiàn)。情況會(huì)好轉(zhuǎn)，但它永遠(yuǎn)不會(huì)完全改變。

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翻譯：小楠

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