How to Address Discrimination Based On Physical Appearance
Discrimination based on physical appearance remains a pervasive issue in various aspects of life. This blog post delves into subtle forms of discrimination in group interviews, racial bias in the travel industry, and tattoo stigma in the workplace. Drawing from expert insights, we explore effective strategies to address and overcome these challenges in our society.
- Subtle Discrimination in Group Interview
- Addressing Racial Bias in Travel Industry
- Overcoming Tattoo Stigma in Workplace
Subtle Discrimination in Group Interview
One moment that has stuck with me was when I was part of a group interview early in my career. There were several of us waiting to be called in, including a candidate who was overweight and dressed more casually than the rest of us. Despite having great qualifications on paper, I noticed the interviewer barely made eye contact with them, rushed through their answers, and didn't ask follow-up questions with the same interest or tone as they did with others.
After the interview, I heard someone say, "We need someone who looks the part." It was subtle but clear—an assumption based solely on appearance, not ability. That stuck with me because the candidate had great insights and spoke confidently despite the cold shoulder. They clearly had potential.
The situation wasn't addressed at the moment, and I regret not speaking up then. But it did shape how I conduct interviews now. I make a conscious effort to strip away bias—whether it's weight, clothing, skin, age, or any other surface-level factor—and focus on what people say and bring to the table. I've also advocated for structured interviews with standardized questions to remove subjectivity from hiring decisions.
That experience taught me that discrimination isn't always loud or obvious—it often hides in tone, body language, and what's left unsaid. The responsibility to challenge it isn't just about calling it out but also about building processes that don't let it in to begin with.
Addressing Racial Bias in Travel Industry
We once had a guest inquiry through RentMexicoCity.com that gave us pause: a young Black American traveler messaged us saying he loved the apartment but wanted to double-check if the neighborhood was "safe for someone who looks like me." That question wasn't about crime—it was about being judged for the color of his skin.
I asked what made him feel the need to inquire. He'd just had a driver cancel on him in Mexico City, allegedly due to "overbooking." However, when his lighter-skinned friend rebooked under a different name minutes later, the same driver confirmed.
I was angry, but more importantly, I felt responsible. At RentMexicoCity.com, we vet everyone we recommend. That driver wasn't one of ours—but he was using a local platform we occasionally refer people to. We immediately removed that vendor from all future recommendations, contacted the platform, and even offered the guest a complimentary airport transfer with one of our verified English-speaking drivers—handpicked for professionalism and empathy.
That incident pushed us to update our internal checklist to screen for this subtle but real form of bias. Now, any partner—be it a driver, property manager, or even cleaning service—has to explicitly commit to our anti-discrimination principles, and we periodically spot-check experiences with diverse guests.
It made me realize that DEI in hospitality isn't just about what happens in your building—it's about everything you connect guests to. And when you run a business, silence can make you complicit.
Overcoming Tattoo Stigma in Workplace
I once witnessed a colleague being overlooked for a client-facing role because of their tattoos, which some team members unfairly associated with unprofessionalism. The situation was addressed by leadership through a company-wide conversation about unconscious bias and updating our dress code to be more inclusive. We also held workshops to raise awareness about diversity and encourage respect for individual expression. Over time, this shifted attitudes, and that colleague was not only included in client projects but also became a valuable advocate for a more open culture. It showed me how important it is to confront bias directly and create policies that support diversity beyond surface assumptions.
