Final answer:
Assuming fat applicants are unqualified constitutes discriminatory hiring practices. This not only stigmatizes obesity but also limits employers' ability to choose from a diverse talent pool. Anti-discrimination laws are designed to prevent such biases in hiring decisions.
Step-by-step explanation:
When employers assume that fat applicants are unqualified without considering their individual qualifications and abilities, they engage in discriminatory practices. According to health experts, obesity is often the result of complex factors beyond an individual's control, not merely a lack of self-discipline; it is recognized as a disease. Stigmatization against people with obesity persists, as studies have shown, they are less likely to succeed in educational and professional settings, like getting into college or advancing in the workplace.
Such prejudiced hiring practices can severely limit an employer’s ability to select from a broad talent pool, impacting the diversity and quality of the workforce. In the United States, federal anti-discrimination laws, such as those enforced by the U.S. Equal Employment Opportunity Commission (EEOC), are in place to prevent decisions based on group membership, including weight, if it does not directly influence job performance.
This issue also intersects with broader considerations of affirmative action and the importance of qualifications versus social representation goals in hiring. While some argue that hiring should be based solely on qualifications, others emphasize the need to address representation of underrepresented groups to combat systematic discrimination which has historically impacted their ability to compete on an equal footing.