Abstract
Taller workers earn on average higher salaries. Recent research has proposed cognitive abilities and social skills as explanations for the height-wage premium. Another possible mechanism, employer discrimination, has found little support. In this paper, we provide some evidence in favor of the discrimination hypothesis. Using a cross section of 13 countries, we show that there is a consistent height-wage premium across Europe and that it is largely due to occupational sorting. We show that height has a significant effect for the occupational sorting of employed workers but not for the self-employed. We interpret this result as evidence of employer discrimination in favor of taller workers. Our results are consistent with the theoretical predictions of recent models on statistical discrimination and employer learning.
Source
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Body Height and Labor Market Discrimination: A Cross-European Analysis
Yes, it's probably not a coincidence that American CEOs and Presidents are on average over 6 feet tall; we choose them due to preference. With phrases like "we look up to/look down on," it's no wonder that we prefer taller than not. After all, we're interested in CLL because we want that treatment ourselves. It's not just preference, it has clear advantages.
If two candidates were the same height and had similar personalities, we'd probably pick the aesthetically better one. It's just that height is hard to change unlike weight, mannerisms, education, or even less expensive and/or invasive surgeries (braces, nose job, hair transplant, etc.). This of course extends to personal relationships like dating in partner selection.
The thought process really is quite natural, it's in our best interest to go for the better overall package. The problem is that choosing based on what boils down to looks is discriminatory, and something that needs more awareness.
But what's next, would height become a protected trait? Would managers get additional training material to look out for height discrimination in the workplace? It'd probably be strange at first, but I think it'd be worth it if it means that we consciously avoid bias in a professional setting.
Anecdotal evidence is not enough to create change. I'm sharing studies that confirm our intuition in hopes to stir discussion, not insults.
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