Height bias is a form of prejudice that affects individuals of all ages. It’s important to recognize this issue and challenge the short stigma in order to create a more inclusive society.
While overt discrimination is rare, subtle forms of bias are common. Here, we unpack the countless ways people who are short experience discrimination on a daily basis.
Understand the Root Causes
Short people face a wide range of prejudices because of their height. One of the most obvious is discrimination in the workplace, which includes lower salaries and fewer opportunities for promotion. This bias can also affect relationships and personal lives, leading to feelings of being overlooked or underestimated.
A major factor in this bias is the height stereotype, which portrays taller individuals as more competent and powerful than shorter ones. This belief is supported by research showing that shorter individuals earn less money and are less likely to be promoted in the workplace than their taller counterparts.
This bias may be rooted in evolutionary appraisals of physical stature and power. When humans lived in predominately hunting societies, physical stature and strength were important in making fight or flight decisions. While this is no longer the case, subconscious appraisals of height and strength still influence interactions and salaries today.
The bias may be less direct for women, but it is present for men as well. In a society that values masculinity, it is not surprising that men who are short are subjected to oppressive attitudes. These attitudes are based on gendered perceptions of femininity and a desire to see men as “strong, muscular, powerful.”
Those who are short can challenge the bias by developing confidence in their abilities and demonstrating competence in their work. They can also use humor to defuse the horn effect and make light of their height. A humorous approach can be effective if the individual is aware of the height bias and uses it to their advantage, such as by telling jokes about needing a ladder to reach high shelves or making fun of their clumsiness when climbing stairs.
Embrace Differences
Overcoming height bias requires a commitment to embracing differences. This may involve finding ways to see shortness as a positive attribute, rather than something that needs to be overcome. One way to do this is by focusing on accomplishments and letting those speak for themselves. This will help to build confidence and ensure that a person’s accomplishments are recognised regardless of their height.
Embracing differences can also help to challenge implicit biases in the workplace. For example, many people have an unconscious assumption that taller individuals are more competent and capable than those who are shorter. This can lead to unfair treatment, including missed opportunities for promotion or lower wages. By challenging these assumptions, it can be possible to create a more diverse work environment that is free of height bias.
In addition to workplace discrimination, short people often face bias in social and personal relationships as well. For example, they may have a difficult time building romantic relationships or finding a partner due to the bias against them. Additionally, they may be subjected to unwelcome joking about their height by others. In some cases, this can lead to a sense of isolation and loneliness for short individuals.
While we have seen progress with addressing the issues of gender, race, and sexual orientation, there is still a long way to go when it comes to attitudes towards height. While many individuals may be in denial about the extent of heightism, it is important to recognise that this form of discrimination does exist and take steps to address it. Ultimately, this will be a key step towards promoting equal opportunities for all individuals. It is essential to remember that everyone deserves to be treated with dignity and respect, regardless of their height.
Develop Confidence
The height stereotype, and subsequent height comparison, can lead to feelings of inadequacy and low self-esteem for shorter people. They may feel pressure to prove themselves and compete with taller colleagues in the workplace, leading to a lack of confidence and assertiveness. In addition, they may feel less attractive than their taller counterparts, which can also affect self-esteem and mood.
However, it is possible to overcome these challenges by developing confidence and strategies for empowerment. One way is to focus on personal strengths and accomplishments, rather than physical appearance. Another is to use humor, which can defuse tension and make others more open to listening to counter-perceptions about height bias. By taking these measures, short people can reclaim their power and be confident in any situation. In turn, they can encourage others to challenge the stereotypes that are negatively affecting their lives.
Advocate for Change
Height bias is difficult to identify and challenging to overcome because it doesn’t fit into the mental template we have for discrimination as an intentional, harmful act. Many who benefit from the height stereotype may not even realize that they’re engaging in discriminatory behavior towards short people. The height stigma is rooted in the cultural assumption that taller people are more competent, powerful, and successful than shorter individuals. This belief influences the way we think about others, and can affect our job opportunities, personal relationships, and self-esteem.
Those who are short can help to dismantle the height hierarchy and beauty stereotypes by raising awareness and advocating for change. We can also promote acceptance and inclusion by recognizing that height is only one aspect of a person, and that it doesn’t define their worth or abilities.
There are a number of ways that you can advocate for change and support the efforts to end height discrimination, such as speaking out against height stereotypes, advocating for diversity in media and advertising, and supporting policies that promote inclusivity and respect for all individuals. You can also find local leaders in your area and ask them to join your cause.
Kimhi concludes the chapter by pointing out that, while we may not know how prevalent height discrimination is in the workplace, the fact that some companies publish data on gender and race can serve as a good indicator of the presence of these biases. He suggests that we push for a similar initiative to measure height bias so that employers will be more mindful of the existence of this type of discrimination. He also points out that it’s not fair to use the term “shortage” when referring to the economic disparity between short and tall people, because it makes us sound like we’re talking about an actual shortage of something.