Ending Weight Bias Initiative Badge

Purpose of the Initiative

This awareness effort, led by the Wellness Council of Indiana, is designed to bring attention to weight stigma in the workplace and provide employers with practical tools to address it. The initiative raises awareness of how weight bias can negatively impact employees and workplace culture, and offers a flexible set of resources that employers can use to inform communication, policy and wellness efforts. Rather than a formal program or training, this initiative serves as a strategic guide available for employers to use in ways that best support their teams, values and readiness. The materials can stand alone or complement existing wellness work.

Why Addressing Weight Stigma Matters in the Workplace

Weight bias refers to negative attitudes, beliefs or behaviors directed at individuals because of their body size. In the workplace, this can impact hiring decisions, career advancement, team dynamics, employee well-being and organizational culture.

Research shows weight stigma contributes to:

  • Increased stress and mental health challenges for affected employees.
  • Decreased productivity and morale.
  • Lower engagement in wellness programs.
  • Biases in healthcare and benefits.
  • Higher healthcare costs for employers (obese employees cost companies more than twice as much as healthier-weight employees).

By addressing weight stigma, employers can foster a culture of belonging, improve health outcomes and align their values with comprehensive and evidence-based practices.

How to Use This Ending Weight Bias Workplace Initiative

This initiative is a flexible guide intended for HR professionals and wellness coordinators and organizational decision-makers. Whether you are just
beginning to explore this topic or looking to strengthen your workplace culture, this initiative will help you:

  • Launch an internal awareness campaign.
  • Leverage educational tools and communications strategies.
  • Review policies and programs with attention to eliminate bias.
  • Engage leadership and staff in creating lasting cultural change.

This initiative includes practical steps, social media messaging templates and supplemental resources that can be used for education and awareness throughout the workplace.

You don’t need to have everything in place. -This initiative is designed to meet you where you are. Start by understanding where your organization currently stands.

  • Gauge leadership support
  • Evaluate existing wellness and consistent efforts
  • Identify communication channels and internal champions
  • Understand current policy review practices

Internal Readiness Checklist

Before launching your workplace anti-weight stigma efforts, it’s helpful to assess your organization’s readiness. Use the checklist below to identify where you are and what support you may need:

Internal Readiness Checklist

If several boxes remain unchecked, that’s OK. This initiative is meant to meet you where you are in your well-being journey. The upcoming tools and templates are designed to help you build momentum.

Once you have a sense of readiness, gather a small team of internal champions who will support and lead the effort. Involving key voices across departments helps build shared ownership.

Identifying Key Champions (HR, Wellness, Leadership)

Successful implementation starts with the right team. Consider identifying individuals across roles who can help champion this initiative. Examples include:

  • HR or Benefits Staff – for policy review, communication and internal processes
  • Wellness Coordinators – for integrating messaging into wellness programs
  • People Leaders – for modeling stigma-free language and encouraging team participation
  • Employees with lived experience – to share perspectives or help shape messaging

Before launching your initiative, determine what you’re hoping to achieve. Start small and specific, then grow your capacity and culture.

Setting Goals for Your Workplace (awareness, policy, training)

This is a starting point for awareness and action. Goals might focus on:

  • Raising internal awareness about how weight stigma can show up.
  • Improving the language used in wellness materials and benefits guides.
  • Displaying supportive signage in shared spaces.
  • Equipping people with conversation tools.

Example Goal Setting:

Awareness Goals

Goal: Raise internal awareness about how weight stigma can show up in the workplace.
Example Goal: “By the end of Q3, our internal communications team will publish a four-part email series on weight bias using educational content, reaching at least 80% of employees.”

Communication and Messaging Goals

Goal: Improve the language used in wellness and HR materials.
Example Goal: “By December 31, 2025, the HR and wellness teams will review and revise at least five wellness documents (e.g., benefits guide, wellness program flyers) to ensure each are free of stigmatizing language related to body size and health.”

Visual Goals

Goal: Display supportive signage and messaging in shared spaces.
Example Goal: “Within 30 days of launching the campaign, we will post educational posters or digital displays in at least five high-traffic areas across our worksites (e.g., breakrooms, elevators, wellness centers) that promote fairness and respect for all body types.”

Leadership Engagement Goals

Goal: Equip managers with language and tools to support all employees.
Example Goal: “By the end of the year, all managers will attend a 30-minute virtual briefing or receive a toolkit on stigma-free language and how to recognize and respond to weight bias in the workplace.”

Policy Review Goals

Goal: Review internal policies with attention to eliminating bias.
Example Goal: “By Q4, the HR team will complete a policy audit using the review guide, and identify at least three areas (e.g., dress code, incentive programs, wellness challenges) to revise for fairness and employee support.”

Employee Engagement Goals

Goal: Create space for employee voice and feedback.
Example Goal: “Within two months of campaign launch, we will implement an anonymous survey or feedback form to collect employee input on the workplace culture around body image and well-being.”

Setting two to three SMART goals at the start of your campaign helps keep momentum focused and manageable. You can always build on these goals as your initiative grows.

With your team and goals in place, it’s time to prepare your internal rollout.

Key actions:

  • Share briefing materials with leadership to gain visible support
  • Plan a kickoff conversation (e.g. in a staff meeting or town hall)
  • Introduce the initiative’s purpose and what staff can expect
  • Use comprehensive language throughout

Resource:

Template:

  • Use your own internal communications:
    • To ensure consistency and alignment across the organization, your initiative should be integrated into your existing internal communications strategy. Leverage already established tools, such as newsletters, intranet posts, staff meetings and team huddles to keep messaging accessible and relatable. Use your initiative not as a separate campaign but as a complement to your ongoing well-being efforts.
      • Suggested Integration Points:
        • Link initiative content with current wellness messaging
        • Include key terms and talking points in leadership toolkits
        • Add to onboarding or employee resource libraries
  • Sample messaging for leadership, HR and employees:
    • For Leadership: “As leaders, we have a responsibility to model fair and respectful practices. Addressing weight bias isn’t just about individual health, it’s about building a workplace culture where all team members feel respected and supported. This initiative gives us tools to do just that.”
    • For Human Resources: “We’re taking steps to better understand and address weight stigma in the workplace. From recruitment to benefits and policies, our goal is to create a fair, equitable environment where everyone can thrive. This awareness guide provides practical strategies we can tailor to our team’s needs.”
    • For Employees: “We’re committed to building a workplace where everyone feels valued. That includes taking a closer look at how weight stigma can show up and what we can do to prevent it. You’ll see new materials and resources aimed at raising awareness and supporting well-being for all body types.”
  • Tips for launching the initiative internally:
    • Secure leadership buy-in – provide a briefing document or talking points so leaders can confidently speak to the initiative’s purpose and value.
    • Host a kickoff conversation – use a team meeting or virtual huddle to introduce the initiative and its goals.
    • Keep messaging clear and use comprehensive language – reinforce fair, respectful language when sharing materials.
    • Create space for feedback – offer an anonymous way for employees to share questions, concerns or suggestions.
  • Incorporating messaging into existing communications channels: To maximize reach and sustainability, weave initiative messaging into communication platforms already in use across the organization. Examples include:
ChannelHow to Use
Email NewslettersShare educational blurbs, spotlight key terms and promote downloadable tools.
Intranet / Staff PortalCreate a landing page or resource hub for ongoing access.
Team MeetingsInclude short discussion prompts or talking points during regular staff check-ins.
Digital DisplaysHighlight quick facts or quotes related to health and well-being.
Wellness Program MaterialsIncorporate comprehensive visuals and language and feature the initiative in campaigns.

Resource:

  • How to review current policies with care and attention.
    • Ask: Who benefits from this policy? Who might be left out or impacted negatively?
    • Identify bias in policies related to dress code, health screenings, incentives or appearance-based standards.
    • Ensuring accommodation and benefits reflect a range of employee experiences, body types and health needs.
  • Examples of comprehensive language in wellness programs
    • Instead of: “Maintain a healthy weight”
    • Use: “Engage in health-supportive behaviors that work for you”
    • Instead of: “Weight loss challenge”
    • Use: “Well-being goals challenge” or “Healthy habits journey”
    • Use people-first, respectful language: “Employees living with obesity” vs. “obese employees”
  • Sample policy language: anti-stigma and wellness
    • [Company Name] is committed to fostering a workplace free from stigma and discrimination, including weight-based bias. We strive to ensure our programs, policies and communications are welcoming of all body types and promote respect, dignity and well-being for every employee.
    • Also refer to the WCI’s Obesity and the Workplace Employer Workbook for more policy examples and templates.
  • Background and cultural cues to watch for (visuals, conversations, HR processes)
    • Visuals: Do materials reflect all body types and lived experiences
    • Conversations: Are there jokes, comments or assumptions made about weight?
    • HR Practices: Are performance reviews or hiring practices influenced by appearance or health assumptions?

Templates:

It’s time to celebrate your commitment! You’re now ready to complete your application to earn your badge.

  • Once approved, employers will receive a digital badge to showcase their commitment to this initiative.
  • Organization’s logo will be highlighted on WCI’s website for 12 months.
    • After 12 months, a renewal option will be available to maintain your badge recognition.

Resource:

Ending Weight Bias Workplace Badge Application

Key Terms (weight bias, stigma and comprehensive language)

Here are a few important terms to keep in mind:

  • Weight Bias – Negative attitudes or assumptions made about a person based on body weight or size.
  • Weight Stigma – The social devaluation and discriminatory treatment of individuals due to body weight.
  • Comprehensive Language – Language that avoids assumptions and stigma and reflects respect and understanding for all individuals regardless of appearance or health status.

Educational Materials

Ready to Get Started?

The Wellness Council of Indiana team is here to support you. Contact us at info@wellnessindiana.org to schedule a consultation or ask questions about your badge journey.

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Take the next step with AchieveWell-a roadmap and coaching model to help move from awareness to sustained well-being.