Latest news with #prettyprivilege
Daily Mail
04-06-2025
- General
- Daily Mail
Female law firm worker sued for victimisation after male colleague mentioned 'pretty privilege' and told her 'good girl'
A female law firm supervisor sued for victimisation after complaining about a male colleague discussing 'pretty privilege' - where better looking women are more likely to succeed. Catherine Guinee reported Aaron Hodges to bosses for claiming that attractive women are more likely to secure contracts, an employment tribunal heard. The 49-year-old also complained that he had said 'good girl' to her and his remarks led to him receiving a warning about the 'need to be careful about his use of language in the workplace'. However, after Miss Guinee lost her job shortly afterwards she launched legal proceedings claiming the firm had failed to investigate her allegations properly. Her claims were dismissed after the tribunal ruled that her employers had not ignored her complaint. The hearing in central London was told Miss Guinee started working at Pogust Goodhead, a London-based law firm with over 500 staff members, in March 2023. The firm set up a call centre for people to make claims relating to the diesel emissions scandal, with Miss Guinee - who suffers from multiple sclerosis - hired as a client services supervisor. The hearing was told that shortly after she started she made the complaint to boss Urika Shrestha about colleague Mr Hodges. Employment Judge Anthony Snelson said: 'We find that, probably very early on [Miss Guinee] did complain privately to her colleague about an exchange with Mr Hodges in which he had said 'good girl' to her and another in which the two had discussed 'pretty privilege', the notion that female candidates regarded as good-looking were more likely to secure training contracts than others seen as less attractive. 'We accept [Ms Shrestha's] evidence evidence that she spoke with Mr Hodges and reminded him of the need to be careful about his use of language in the workplace.' The tribunal did find that Ms Shrestha did not tell Miss Guinee that she had had this conversation, however, The tribunal heard that on April 11 - ahead of a meeting - she sent a message to her boss complaining about competition within the team. She sent another message to the head of HR, saying: 'I have relapsing remitting multiple sclerosis. I do not need mind games, being messed around, being pulled one way and another.' She then approached another line manager, clearly agitated, and started shouting that things were 'bullshit' and that she was being denied her access to certain reports because she was a woman. When the meeting started, when a colleague was speaking, Miss Guinee started pointing and shouting at her, the hearing was told. She again complained of 'bullshit' and called her a 'little girl', which shocked the other members of the team. She then called Mr Hodges 'adopted', 'scummy' and a 'money-grabber' and claimed Ms Shrestha was treating staff like 'slaves'. Ms Guinee was then asked to go home and it was later agreed by colleagues that she should be fired as 'she did not meet the standards required for her role'. She then sued for disability and sex discrimination as well as victimisation. Regarding Mr Hodges' remarks, the tribunal said: 'We find that there was no 'failure' to follow up the complaint' and also ruled that her gender and MS had nothing to do with her being fired as no one involved knew of her illness. EJ Snelson said: 'If, as we find, the decision to dismiss was taken at a time when the decision maker had no knowledge of the relevant medical condition, it follows that that condition cannot have been the reason, or a material reason, for the dismissal. 'It was common ground that at the time of dismissal [Miss Guinee] had taken no sick leave. She exhibited no symptoms in the workplace. 'The person who dismissed her was the very person who had interviewed and appointed her only a month earlier. The notion that he was disposed to discriminate against on her grounds of sex is entirely unsubstantiated. '[Miss Guinee] was dismissed in accordance with her contract, under which [Pogust Goodhead] was at liberty to terminate on notice.'
Forbes
22-05-2025
- General
- Forbes
Looks Matter In Leadership. Here's Why That's Not Superficial
Life offers a series of uncomfortable truths, often rooted not in surface-level perception but in our deeper human wiring. One of those truths is that appearance still matters. Whether we're talking about economic, social, or political advantage, there's long been an undercurrent of belief in what's known as "pretty privilege" or beauty bias. In 2025, discussing appearance and leadership in the same breath may seem outdated or offensive. We live in a time of heightened sensitivity, swift backlash, and disagreement often met with protest or cancellation. But here's the truth: how you show up still matters, and the data backs it up. A workplace survey conducted by StandOut CV in 2025 revealed a compelling trend: individuals who rated themselves as extremely attractive earned, on average, $19,945 more than those who rated themselves as unattractive. Even more telling, 71% of CEOs rated themselves a 9 or 10 out of 10, more than double the general population. Is this just about good-looking people getting a free pass? Or is appearance a proxy for something deeper: discipline, presence, intentionality, and commitment to excellence? Let's set aside the small minority of individuals born with standout genetics. For everyone else, appearance, especially in leadership, is less about vanity and more about values. Your physical presence can be visible proof of traits like discipline, attention to detail, a willingness to delay gratification, and high personal standards. These qualities, when cultivated consistently, naturally elevate your presence and aura. Studies have consistently shown links between physical appearance and professional outcomes. For instance, research in the Journal of Applied Psychology found that someone six feet tall earns nearly $166,000 more over a 30-year career than someone 5'5", even when controlling for gender, age, and weight. Each additional inch of height was associated with $789 more per year. But "pretty privilege" isn't always about being born with ideal features. A study published in Personnel Psychology had managers evaluate 300 mock elevator pitches. The more attractive individuals were deemed more hirable, but not simply because of their looks. What made the difference was nonverbal presence. Interestingly, even those rated lower on attractiveness gained similar influence by improving their posture, proving that executive presence isn't just for those rated high in innate attractiveness. In the StandOut CV study, 83.4% of respondents said people who invest in their appearance are perceived as more competent or professional. In today's world, where many standards have relaxed, appearance has become shorthand for consistency and care. Visual signals cut through noise and suggest reliability in a world of increasingly scarce attention. A leader's best investment is in themselves—physically, mentally, and professionally. Your body, mind, and presence aren't secondary assets in your leadership portfolio; they're primary assets. And yet, this comes with pressure. According to the StandOut CV report: But creating your own "beauty bias" isn't about following transient trends or trying to be someone else. It's about being intentional. It's about aligning your outer presentation with your inner standards so that what people see matches who you are. People trust those who show up with care because it suggests they'll likely bring the same care to their work. If you're looking to elevate your leadership and overall presence, start creating your own bias with the habits below: Workplace bias is real, especially when people are penalized for their race, hair texture, or failure to fit narrow norms. At the same time, 55.7% of respondents said they've downplayed their looks just to be taken seriously. Both extremes are problems. The key is intentionality, not conformity, and certainly not performative perfection. Appearance isn't everything, but it is something. It sends a message before you say a word. Self-care, fitness, and presentation aren't vanity metrics. These tools are strategic levers for elevating your leadership. In a competitive world where margins are razor thin, intangibles—like presence—can create meaningful separation. It may be an uncomfortable truth for some, but it remains true: appearance matters in leadership. Far from being superficial, it reflects how you think, live, and lead.
Forbes
18-05-2025
- General
- Forbes
‘Pretty Privilege': 20% Of Job Seekers Denied Jobs Based On Looks
During graduation season, thousands of fresh job seekers are going into their first interviews, but many are already feeling judged before they even speak. If you think looks don't matter anymore when you're applying for a job, you're dead wrong. It might seem shallow, but looking the part is still important in corporate America, according to a recent study that found your appearance is more likely to land the job you're applying for. It's called 'pretty privilege'--the notion that your looks can help you snag a job. There's a social media meme called 'face card' that describes people so attractive that they don't have to pay for anything, can score the best seat in the restaurant and get more hits on dating apps than an ordinary person. I can see you rolling your eyes, and mumbling that such a perspective is superficial and lame. Perhaps so, but unfortunately, science-backed research shows that 'pretty privilege' or beauty bias is a real phenomenon. And how you look can detrmine whether or not you snag your dream job. According to a 2022 study in the Harvard Business Review, certain physical features and accessories from profile pictures, give candidates an edge in hiring outcomes. When a candidate applies for a job online, a coat and tie, glasses, couture or a beard can make a big difference in whether they get hired. When a job seeker 'looks the part," as inferred from profile photographs, they have a better chance of nailing the position, according to the study. A more recent 2025 study of 2,000 people found that 56% of respondents believe 'pretty privilege' affects how people are treated at work, with 56% saying that having the face card means being treated better. Other common answers include better customer service (43%) and educational opportunities (20%). Nearly 20% claim they've been denied a job because of how they look. And 75% agree that society has more respect for good-looking people. On the flip side, 80% of respondents claimed to have faced at least one challenge due to being good-looking, with being objectified (20%) and facing additional pressure to always be pretty (20%) among the most common problems identified. Decades of research show that employers still judge applicants based on their appearance. Almost one-third of hiring managers find it difficult to ignore visible tattoos when considering job applicants. Visible piercings are a distraction for 28% of employers, and 25% admit they can't overlook how a potential employee is dressed for an interview. Overall, 90% of employers confess that having a professional appearance is an important aspect of successfully navigating the hiring process at their company. Attractive employees are more likely to get hired, garner more promotions, earn more money and climb the career ladder quicker and farther. Plus, attractive bosses get higher performance ratings by their employees than ordinary looking managers. Some experts say we tend to attribute more positive traits to attractive people, and it's this attribution more than sheer beauty that wins them the golden ticket. As the summer hiring season approaches, Marina Klimenka, co-founder of Luvly, shares practical tips on how to spot look-based bias in interviews and what to do if it happens to you. "The moment you enter the room or log into the call, your debutante ball has started, so watch the interviewer's face very carefully," Klimenka asserts. She says you can read a sudden raise of eyebrows or a strained smile as a subtle sign that the interviewer has certain expectations about your appearance. She suggests you not call it out, but instead, just take note of it. And if the interviewer spends most of the interview speaking vaguely or steering away from your experience, she predicts you've likely hit a bias wall. She suggests that if you know for sure, you can just breathe out and move on without internalizing the awkwardness as your fault. When the hiring manager compliments you during an interview, Klimenka recommends listening closely. She advocates that if the recruiter constantly compliments you more on factors unrelated to your role or competencies, pay attention. "Sure, compliments are always flattering," she adds. "But if that's all they're commenting on, and not your cases or skills, it means your look is doing the heavy lifting in their eyes. It's proof they're reacting to your packaging more than your substance. But you shouldn't ignore it. Just politely redirect the conversation back to your experience. That's it: no conflict, no drama." If you're not getting call-backs, and you start thinking, 'Maybe I should change my hair, tone down my style, lose the piercings or swap the blazer,' Klimenka advises that changing your appearance won't fix a lookist, and a biased hiring system. 'Instead, you should stay on business and be sure that your main advantage is your expertise, and it's all that should matter,' she explains. "Some companies genuinely want what you bring, and that should be your main focus. Your goal isn't to be digestible but to be respected." Klimenka advises that, after every interview (or even during if possible), write down what you're asked, what feels off and any comments about your looks, age or other unprofessional responses. She insists that you have evidence to decide whether it's a pattern or a one-off chance happening. "It'll also help you decide if you have to escalate it or withdraw your application altogether from the interview process," she adds. "Bias always thrives in silence if you let it slide. Your notes become both evidence and a reassuring validation that nothing is wrong with you, especially when you are being underestimated." When you have a certain look during an online interview, it pays off in spades, but it can also pose a source of bias in the hiring process. It's true that interviewers draw conclusions from how you appear, but success isn't always about your natural-born attractiveness. If you want to send a signal that you're on top of your game and up to the task, you don't have to get Botox, a makeover or face lift. But it's important to remember that three pieces of advice never go out of style during for a job interview: regulate your anxiety, don't lie on your resume and put your best foot forward with how you look to combat the 'pretty privilege' bias that many interviewers have.
