Abject appearance

, 157–158

Absenteeism

, 33

Academia

, 60, 156

bodies of women in academia as barriers to advancement

, 158–160

Academic discipline

, 63–65

Academic leaders

, 156

Acceptance

, 321

Acknowledgement/acknowledging

, 188–189

of beauty

, 188–189

of sex

, 188–189

Advocacy Academy

, 30–31

Aesthetic labour

, 2, 4, 8, 198, 234, 237, 250, 302–303, 344

data

, 200

professional women in low/no-hierarchy organisations

, 204–208

rebelling against aesthetic labour and lookism pressures

, 203–204

recommendations

, 208–209

senior women managers

, 200–204

theoretical framework

, 198–200

Afrocentric hairstyles

, 58, 66

Age

, 292, 347, 349

Age Discrimination in Employment Act (ADEA)

, 219–221

Age-based discrimination

, 102

Ageing

, 102–103

Ageism

, 104–105

ageing, gender and older body

, 102–103

ageism, appearance and workplace

, 104–105

older workers’ experiences of and responses to ageism in workplace

, 105–107

practical implications and recommendations

, 107–108

Agency, religiosity as

, 121–123

Ambiguity

, 302

Americans With Disabilities Act (ADA)

, 221–222

Anthropomorphism

, 336

Appearance

, 1, 8, 19–21, 23, 104–105, 155–156, 171, 175, 214, 250, 273–274, 287–288, 317, 343

ADA

, 221–222

ageing, gender and older body

, 102–103

ageism, appearance and workplace

, 104–105

appearance codes and aesthetic labour

, 2–4

appearance-based ageism

, 107–108

appearance-based discrimination

, 11

appearance-based inferences of criminality

, 290–292

BFOQ Defence

, 220–221

business necessity defence

, 219–220

civil rights laws

, 215–221

diversity and inclusion and CSR

, 251–253

employer and employee analysis

, 226–227

ethical tensions

, 274–276

expectations

, 179

gender and

, 6–7

implications and recommendations

, 227–229

importance of appearance at work

, 2–6

making impression and attracting attractive

, 4–6

managing conversations

, 276–282

manipulation of appearance characteristics

, 350–351

matters

, 178–180

methodology

, 253–254

as national origin discrimination

, 219

older workers’ experiences of and responses to ageism in workplace

, 105–107

perpetuation of trends

, 351–354

possession of appearance characteristics

, 344–350

practical implications and recommendations

, 107–108

as race or colour discrimination

, 217

as religious discrimination

, 217

as sex discrimination

, 218–219

state and municipal civil rights laws

, 222–226

theoretical underpinnings

, 344

Appearance management

, 170–172

appearance and political marketing

, 172

appearance management and female politicians

, 172–173

interpretation

, 175–180

literature review

, 170–173

method

, 173–175

workwear

, 175–176

Apple (Company)

, 2

Assigned Male At Birth (AMAB)

, 135

Assimilation

, 59

Associate Dean

, 162–163

Attorney General

, 238

Attractiveness

, 185

aspects

, 185–186

biases

, 187–188

effects

, 186–187

as status characteristic

, 186–187

at work

, 187, 190, 192–193

Australia

, 234

aesthetic labour, employee appearance and lookism

, 234–237

physical features discrimination and Equal Opportunity Act 1995

, 237–239

procedural and jurisdictional issues with physical features law

, 239–243

Australian Capital Territory (ACT)

, 234

Autoethnographic approach

, 161

Beauty

, 214

Behavioural-system theoretical orientation

, 171

Bias

, 57–58, 66

Binary gender

, 139

Binary-identified transgender people

, 143–144

Biological sex

, 134

Black, Asian and Minority Ethnic (BAME)

, 30

Black

, 159–160

Black women in Academia, examining hair choices of

academic discipline

, 63–65

level in organisational hierarchy

, 60–62

limitations and directions for future research

, 68

method

, 65

results

, 66

theoretical framework and relevant literature

, 58–60

type of university

, 62–63

Body art

, 332–333, 353

Body Mass Index (BMI)

, 77

Body modifications

, 170–171

Body weight

, 185–186

data extraction

, 78–93

evidence for weight discrimination against overweight women in customer-facing roles

, 94–95

literature search and screening procedure

, 76–94

obesity adversely affect women more than men in customer-facing roles

, 95–96

practical implications and recommendations

, 96–97

theory and concepts

, 77–94

Body work

, 198–199

Body-art

, 301–303, 309–310

Bodywork of women

, 160–161

Bona Fide Occupational Qualification Defence (BFOQ Defence)

, 220–221, 236

Brand

, 215

management

, 351

value

, 215

Branded-labour

, 321–322

British Muslim women’s work and career

embodied presence at work

, 123–124

embodied racial identities and ethnic belongning

, 118–121

Muslim women, Islamic attires and west

, 115–118

religiosity as agency

, 121–123

Burqa

, 114, 121

Business attitudes

, 325–326

Business necessity defence

, 219–220

Business school dean

bodies of women in academia as barriers to advancement

, 158–160

literature review

, 157–160

reflexive accounts by two women business school deans

, 160–164

stories

, 161–162, 164

women’s abjected bodies in organisations

, 157–158

Business schools

, 159–160, 162

Call back rates

, 96

Campaigns

, 170, 178

Career development

, 279–280, 335

practical implications and recommendations

, 335–338

theory and concepts

, 333–335

Career Development Institute in United Kingdom

, 276

Career planning

, 302

findings

, 306–312

recommendations

, 312–313

theory and concepts

, 303–305

Careers

, 170, 186–187

ensembles

, 137–138

practitioners

, 274–275

progression

, 135–136

trajectory

, 136

Carnal capital

, 20–21, 24–26, 33

Carnal sociology

, 24

Carnal theorising

, 24

Civil Rights Act of 1964

, 216

Civil rights laws

, 215–221

Climate Surveys

, 312

Clothing

, 1

Commission’s lack of enforcement powers

, 240–241

Community supervision guidelines

, 294

Conformity

, 48–49

facades of

, 42–43

Consistency

, 143

Conspicuous consumption concept

, 29

Consumers

, 181

Cooperation

, 191

Corporate social responsibility (CSR)

, 11, 251, 253–255

Correct credentials

, 2, 6

CostCo Wholesale

, 256

Covering tattoos

, 325

Creating a Respectful and Open World for Natural Hair Act (CROWN Act)

, 57–58

Credit history information

, 293

Criminal history

, 287–288

Curly hair

conformity

, 48–49

data analysis

, 44

data collection

, 43–44

design and procedure

, 44–45

facades of conformity

, 42–43

labelling theory

, 42, 45, 48

limitations and directions for future research

, 52–54

method

, 43–45

no curly hair bias

, 49–50

results

, 45–51

theoretical framework

, 42

Customer attitudes

, 323–324

Customer service

, 77

Customer-facing roles

, 76

evidence for weight discrimination against overweight women in

, 94–95

obesity adversely affect women more than men in

, 95–96

Customers

, 318–319

Cybervetting

, 96–97

Demographic analyses

, 146

Disablism

, 30

Discipline-based attire norms

, 64–65

Discrimination

, 147, 215, 318–319, 331–332

evidentiary issues associated with establishing

, 242–243

in recruitment

, 241

District of Columbia (DC)

, 236–237

Diversity

, 20, 28, 251, 253, 255, 257, 331–332

Diversity and inclusion (D&I)

, 354

Doe court

, 136

Doing gender differently

, 160

Doing gender well

, 160

Dress codes

, 136–139

disaggregating sex, gender identity, gender expression and sexual orientation

, 133–136

gender expansiveness and explicitly gender-differentiated dress codes

, 139–141

gender expansiveness and gender-neutral dress codes

, 141–144

practical impacts

, 144–146

theory and concepts

, 133–144

Elliott-Larsen Civil Rights Act of 1976

, 223

Embedded agency

, 121–122

Embodied Intersectionality

, 115–116

Embodied presence at work

, 123–124

Embodied racial identities

, 118–121

Embodiment

, 289–290

Employability

, 317

Employee analysis

, 226–227

Employee appearance

, 234–237

Employee resource groups (ERGs)

, 256–257

Employees appearance

, 304–305

Employer

, 226–227

Employment

, 287–288, 302, 323

process

, 2

selection

, 187–190

settings

, 76

Environmental, Social and Governance (ESG)

, 252

Equal employment opportunity (EEO)

, 252–253

Equal Employment Opportunity Commission (EEOC)

, 215–216

Equal Opportunity Act 1995

, 234, 237, 239

Ethnic belongning

, 118–121

Ethnicity

, 30

Eurocentric hairstyles

, 65

Evidence

, 41, 63–64

Evidentiary issues associated with establishing discrimination

, 242–243

Exalted masculinity

, 103

Explicitly gender-differentiated dress codes

, 139–141

ExxonMobil

, 255

Facades of conformity theory

, 48–49

Face Research Lab

, 23

Facial Action Coding System (FACS)

, 27

Facial attractiveness

, 185–186

Facial symmetry

, 185–186

Female politicians, appearance management and

, 172–173

Female sexuality

, 138

Financial service organisations

, 28

Financial Times Stock Exchange (FTSE)

, 163

Firms

, 215

Five-point Likert scale

, 45

Front-line employees

, 333

Funeral Home, The

, 132–133

Gender

, 5, 102–103, 114, 118, 157, 176, 188–189, 345, 347

and appearance

, 6–7

expansive people

, 132

expansiveness

, 135, 139, 141, 144

gender-based discrimination

, 199–200

gender-differentiated policies

, 137

gender/sex

, 291

invalidation

, 143–144

non-binary individuals

, 134–135

non-binary workers

, 145

salience

, 144

violation

, 143–144

Gender expression

, 134

disaggregating

, 133–136

Gender identity

, 133

disaggregating

, 133–136

‘Gender Jihad’

, 116

‘Gender neutral’ colours

, 159–160

Gender-neutral dress codes

, 141–144

Gender-neutral policies

, 137

Gendered dress codes

, 138

Gendered environment in academia

, 158

Gendered expectations in political workplace

, 177–178

Gendered presentability

, 201–202

Genetic stigmata

, 42

Global Reporting Initiative (GRI)

, 252

Golden ratio

, 22

Governor Burns

, 179

Greater Manchester study, The

, 123–124

Green Bonds

, 252

Grounded theory approach

, 44

Habitus

, 20–21, 24–25, 28

Hair bias

, 68

in recruitment

, 41

Hair care

, 106

Hair manipulation

, 45

Hair straightening

, 41

Halo Code

, 57–58

Halo Collective

, 30–31

Hegemonic masculinity

, 156

Hijab

, 114

Historically Black College or University (HBCU)

, 60, 62

Hospitality

, 302

Hotels

, 307–308

Human Resource (HR)

, 302

professionals

, 145

Identity

, 118, 350

identity-management strategies

, 144

Image

, 170

Impression and attracting attractive

, 4–6

Impression management

, 62

In vivo coding

, 44

Inclusion

, 251, 253, 255, 257, 294–295

Independent variables (IVs)

, 94–95

Information processing theory

, 333

Inscription

, 292

Integration

, 60

Interactional power

, 190–192

Internalisation

, 289

Interpretation

, 175–180

gendered expectations in political workplace

, 177–178

long job interview

, 176–177

from national to local

, 178–180

workwear

, 175–176

Intersectional approach

, 118

appearance

, 21–23

carnal capital and symbolic violence

, 24–26

intersectionality, carnal capital and symbolic violence

, 26–33

Intersectionality

, 26, 33, 118

theory of

, 26

Involuntary change

, 30

Islamic feminism

, 115

Islamic feminists

, 116–117

Islamic framings

, 118

J.P. Morgan Chase

, 294–295

Knowledge work

, 198

Labelling

, 45–48

theory

, 42, 54

Labour

, 157

Labour market integration

process

, 124–125

shaping of

, 115–118

Laws

, 140, 215–216

Leadership

, 192–193

LGBTQ people

, 136

Long job interview process

, 176–178

Lookism

, 3–5, 8, 10–11, 21–22, 105, 107, 198, 222–223, 234, 237

Male politician’s uniform

, 175–176

Masculine tattoos

, 321

Masculinity

, 346

‘Me too’ campaign

, 2

Men in customer-facing roles, obesity affect

, 95–96

Minority groups

, 345

Mixed methods approach

, 322

Mixed-Method Appraisal Tool (MMAT)

, 94

MONVA

, 50–51

Multi-ethnic British society

, 114

Multinational chain corporations (MNCs)

, 310–311

Multinational luxury hotels, normative control and zero-tolerance to body-art in

, 310–312

Municipal civil rights laws

, 222–226

Muslim feminism

, 115

Muslim women

, 114, 119, 345

Islamic attires and west

, 115–118

National Women’s Political Caucus

, 177

Negative customer perceptions

, 301–302

Negative stereotypes

, 345

Neoliberal context

, 157

Niqaab

, 114

No curly hair bias

, 49–50

Non-directive approach

, 281–282

Non-directivity

, 281–282

Non-Islamic feminist

, 118

Non-probability sampling technique

, 323

Obesity

, 185–186

affect women in customer-facing roles

, 95–96

Occupational licences, restrictions on

, 293–294

Occupational sorting

, 146

Older adults

, 101–102, 105–106

Older body

, 102–103

Older workers

, 106

experiences of and responses to ageism in workplace

, 105–107

Organisational deviance

, 303–304

Organisational standards

, 345

Organisations

, 333–334

women’s abjected bodies in

, 157–158

Othering process

, 120

Outward appearance

, 214

Overweight women in customer-facing roles, evidence for weight discrimination against

, 94–95

Passing

, 140–141

Perceived work discrimination

, 96

Perceptions

, 320

Perpetuation of trends

, 351–354

Phenomenological epistemology

, 24

Physical appearance

, 20

Physical attractiveness

, 185

Physical body

, 157

Physical features

discrimination

, 237–239

legal definition

, 241–242

Physicality of leadership

, 157

Physiology

, 26–27

Piercings

, 301–303

Policies

, 117–118

Political Action Committees (PAC)

, 173

Political brands

, 180

Political marketing

appearance and

, 172

process

, 170

theory

, 180

Political workplace, gendered expectations in

, 177–178

Politics of respectability

, 62–63

Positive distinctiveness strategies

, 59–60

Possessions

, 349–350

Power

, 186, 346

Practical disincentives for pursuing physical features discrimination claim

, 243

Practices

, 118

Predominantly White Institution (PWI)

, 60

Prejudice

, 345

Prescription

, 144–146

Primary school teacher

, 337–338

Professionals

, 214–216, 273–274

activities

, 135

habitus

, 25

image construction

, 59

programs

, 64–65

settings

, 58

women in low/no-hierarchy organisations

, 204–208

Proscription

, 144–146

Psychological theories

, 275

Qualification in Career Development

, 276

Queer theory

, 134

Race

, 290

Racial segregation

, 121

Radisson Hotel Group (RHG)

, 305

Reasonable factors other than age test (RFOA test)

, 219–220

Recognition process

, 181

Reflexive accounts by two women business school deans

, 160–164

Reflexivity

, 164

Relative obscurity of physical features discrimination jurisdiction

, 239–240

Religiosity as agency

, 121–123

Research

, 60–61

Research Questions (RQ)

, 76

Respectable business femininity process

, 157–158

Respondent demographics

, 324–325

Résumé gap

, 293

Rule of the game

, 20–21, 24–25

Rules of symmetry

, 22

Search string

, 77

Selection

, 186–187

Self identity

, 19–20

Self-categorisation theory

, 333

Self-descriptive photo essays

, 191–192

Self-system theoretical orientation

, 171

Senior women managers

, 200–204

Sens pratique

, 24–25

Sex, disaggregating

, 133–136

Sexism

ageing, gender and older body

, 102–103

ageism, appearance and workplace

, 104–105

older workers’ experiences of and responses to ageism in workplace

, 105–107

practical implications and recommendations

, 107–108

Sexual harassment

, 6–7

Sexual orientation

, 135–136

disaggregating

, 133–136

Social identity group membership

, 59

Social identity–based impression management (SIM)

, 59

framework

, 66–68

strategies

, 61–62

Social integration process

, 125

Social interactions

, 191–192

Social media

, 190

Social othering process

, 121

Social recategorisation strategy of assimilation

, 59

Socially responsible investment (SRI)

, 252

Sociological approaches

, 275

South Asian women

, 123–124

Starbucks

, 304

State level civil rights laws

, 223

Status beliefs

, 186

Status characteristic

, 186–187

Status competition

, 191

Stigma

, 42, 288, 301–302, 318–319, 334–335

Stigmatisation of curly hair

, 42

Symbolic violence concept

, 24–26, 33

Tattoos

, 301–303, 311, 318–319, 332–333

associations

, 319–320

factors affecting customer perceptions

, 320–321

shifting attitudes

, 321–322

Tengai

, 27–28

Toothless tigers

, 240

Traditional workplaces

, 28

Transgender

, 132, 135–136

persons

, 139

Transnational dynamics

, 123–124

U.S. Equal Employment Opportunity Commission

, 144

UK Equalities Act (2010)

, 139–140

Unconscious bias training (UBT)

, 256

Uniforms

, 171

United Nation’s Global Compact

, 252

United States Supreme Court

, 132

University, type of

, 62–63

Upper market hotels, playful twist of aesthetic labour in

, 306–309

Urbana in Illinois

, 236–237

Vans

, 335–336

Verbal communication

, 1

Victorian Civil and Administrative Tribunal (VCAT)

, 239

Victorian Equal Opportunity Commission (EOC)

, 234

Virtue ethic’ approach

, 337

Visibility

, 287–288

appearance-based inferences of criminality

, 290–292

embodiment

, 289–290

structural barriers

, 293–294

Visible tattoos

, 304, 317–318, 353

findings

, 323–326

literature review

, 318–322

methodology

, 322–323

Visual disturbance

, 301–302

Volvo

, 336–337

Weight discrimination against overweight women in customer-facing roles, evidence for

, 94–95

Western society

, 102

Wilson v. Southwest Airlines Company (1981)

, 220–221

Woman Dean of university business school

, 161

Women

, 41–42, 53, 155–156, 169–170, 172–173

abjected bodies in organisations

, 157–158

bodies

, 156

bodies of women in academia as barriers to advancement

, 158–160

career paths

, 199

leaders

, 157

in management

, 6

reflexive accounts by two women business school deans

, 160–164

Women academics

, 158–159

leaders

, 156

Women Deans

, 156, 164–165

of business

, 156

of university business schools

, 155–156

Work

embodied presence at

, 123–124

negotiating work choices and decisions

, 121–123

Working relationship

, 280

Workplaces

, 104–105, 141–142, 187–188, 317

approach

, 8–11

employment

, 343

fragmentation

, 301–302

importance of appearance at work

, 2–6

inspiration

, 7–8

older workers’ experiences of and responses to ageism in

, 105–107

Younger generations

, 2