Year: 2025
Type: article
Abstract: This critical essay uses three main ethical frameworks—utilitarianism, deontology, and virtue ethics—to analyse how appearance-based hiring practices contribute to systemic inequities for women in professional settings. While physical attractiveness can provide advantages through the “halo effect,” women often face contradictory penalties. For instance, in male-dominated fields, they may be perceived as less competent when considered “too attractive.” These dynamics disproportionately harm intersecting groups, such as women of colour who face colourist hierarchies in Western society, older women, and women with disabilities. Recent research shows that relying on aesthetic standards undermines equity and organisational effectiveness. Diverse teams typically outperform homogeneous ones, and many women change their appearance to meet workplace norms. Therefore, blind recruitment protocols, legislative reforms, and corporate diversity initiatives are needed. By centring meritocratic principles over aesthetic conformity, organisations can foster environments where professional capabilities, not physical appearance, determine career trajectories.
Source: Psicología Iberoamericana
Author: Sofia Garcia Junco Perez
Language: English
Subfield: Gender Studies
Field: Social Sciences
Domain: Social Sciences
Open Access status: diamond
OpenAlex ID: W4412081357