By Senyo ADJABENG
In recent years, the intersection of body image, medical procedures, and workplace dynamics has sparked essential conversations, particularly in how these factors relate to women in the professional world.
The rising trend of cosmetic surgeries, especially Brazilian butt lifts (BBLs), has brought attention not only to women’s personal choices but also to workplace attitudes towards appearance, sexism, and harassment.
Coupled with healthcare policies and the enduring issue of sexual harassment, it becomes crucial to understand how workplace environments should evolve to safeguard women, particularly those making personal decisions that might invite unfair scrutiny.
Arguments continue to rage about temptations men face in the Morden workplace and the expectation of self-control amidst employees’ roles in controlling abuse in the workplace. Not forgetting the controversial issue of abuse and sexual harassment among same sexes in the workplace. These are thorny issues that need digestion and continuous discussion.
This article seeks to unpack these intertwined issues, focusing on workplace practices that provide protection for women. From corporate policies regarding medical procedures and body autonomy to the frameworks for tackling sexual harassment, we explore how businesses can create environments that prioritize the dignity, safety, and wellbeing of their employees.
The Allure and Controversy of Brazilian Butt Lifts (BBLs)
Brazilian butt lifts, a popular cosmetic surgery aimed at enhancing the shape and size of the buttocks, have become a cultural phenomenon, especially with the rise of social media influencers and celebrities who openly discuss their procedures. While this surgery is often seen as a personal choice aimed at boosting confidence and self-esteem, it can have unintended workplace repercussions.
The Brazilian Butt Lift was pioneered in the 1960s by Brazilian plastic surgeon Ivo Pitanguy, one of the most influential figures in the field of cosmetic surgery. However, it was in the 1990s and early 2000s when the procedure became more refined and began gaining traction in cosmetic clinics around the world. The name “Brazilian Butt Lift” reflects Pitanguy’s Brazilian heritage and the association of curvaceous body types with South American beauty standards.
The rise of social media in the 2010s further propelled the popularity of the BBL. Celebrities, influencers, and reality TV stars helped bring the procedure into mainstream attention. As women sought to emulate certain body ideals associated with fame, the demand for the BBL surged, making it one of the most requested cosmetic surgeries globally.
For many women, the decision to undergo such procedures comes with societal judgments, some of which spill into the professional realm. In conservative or corporate settings, where traditional appearance standards dominate, women who alter their bodies might face scrutiny from colleagues or superiors. This scrutiny often crosses into harassment or the undermining of a woman’s professionalism, especially in male-dominated industries.
Additionally, post-surgery recovery can pose challenges, particularly when it comes to medical aid. The physical toll of such surgeries may require women to take extended time off, seek additional medical assistance, or request reasonable accommodation. However, some organizations are ill-prepared for these situations, particularly when they occur alongside complex gender and cultural dynamics.
Workplace healthcare policies traditionally focus on basic medical needs—insurance that covers preventive care, emergency treatments, and chronic illness management. However, cosmetic surgeries, including BBLs, often fall into a grey area.
Many employers may be reluctant to extend medical aid to procedures seen as elective, leaving women without support during recovery. Furthermore, women who undergo such surgeries may hesitate to disclose their needs, fearing judgment or retaliation.
Progressive companies are now reevaluating their healthcare policies to include a broader range of medical services, recognizing that body autonomy and personal healthcare choices should not diminish an employee’s worth or career potential.
While cosmetic surgeries like BBLs are still largely categorised as elective, there is a growing movement towards offering more comprehensive healthcare options that cater to the physical and psychological wellbeing of women, particularly in cultures that put undue pressure on appearance.
Workplace benefits and health insurance packages that support employees through post-operative care (regardless of the nature of the surgery) can prevent exclusion and stigmatization. Equally important are policies that allow flexible medical leave and mental health support, acknowledging the link between body image, cosmetic procedures, and emotional wellness. When companies take these steps, they signal that all aspects of their employees’ health are valued.
Sexual Harassment: An Enduring Issue
Sexual harassment remains a persistent problem across industries, with a disproportionately negative impact on women. The ‘#MeToo movement’ brought long-overdue attention to the prevalence of such misconduct, but there remains much work to be done to ensure comprehensive protections for women in the workplace.
The decision to alter one’s appearance, including through cosmetic procedures like BBLs, should be personal and free of workplace consequences. Unfortunately, such changes
often draw inappropriate attention from male colleagues, turning women into targets of objectification. This scenario feeds into a broader culture of harassment, where women are subjected to unwanted comments, gestures, or advances based on their looks.
Sexual harassment in the workplace is defined broadly to include unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature. The challenge for organizations is ensuring that all forms of harassment, including those that result from sexist attitudes toward body image and appearance, are taken seriously and addressed promptly.
According to the Equal Employment Opportunity Commission of the US, (EEOC), one in four women in the U.S. has experienced sexual harassment at work. While there are legal frameworks that address harassment (Title VII of the Civil Rights Act in the U.S. being one example), many cases go unreported due to fear of retaliation, stigma, or the belief that nothing will be done.
This is particularly true for women who feel that their physical appearance may have “invited” the harassment, a myth that perpetuates harmful gender dynamics.
In Ghana for example, a 2019 study by the Ministry of Education revealed that nearly 43% of female students in tertiary institutions in Ghana had experienced some form of sexual harassment from lecturers or peers.
The issue gained national attention in 2019 with the BBC’s “Sex for Grades” exposé, which documented cases of sexual harassment by lecturers in universities across Ghana and Nigeria. The investigation showed how young women were pressured into trading sexual favours for academic advantages.
Another study by the Trades Union Congress of Ghana (TUC, 2019) found that 64% of working women in Ghana had experienced sexual harassment in their professional lives, while 22% of men had faced similar experiences.
Workplace Practices to Protect Women
As the conversation around body image, medical aid, and sexual harassment continues to evolve, businesses must rise to the occasion by implementing practices that provide adequate protection and support for women.
Every organization should have a clear, comprehensive anti-harassment policy that includes zero tolerance for any form of sexual misconduct. These policies should be communicated effectively to all employees and regularly updated to reflect societal changes, including growing awareness around issues like appearance-based discrimination.
Moreover, anti-harassment policies should protect women from objectification and inappropriate commentary related to their physical appearance. This includes ensuring that comments on cosmetic surgery are considered as seriously as other forms of sexual misconduct.
Regular training sessions on sexual harassment and gender sensitivity can shift workplace cultures towards greater respect and inclusivity. These programs should highlight the damaging effects of objectification and teach employees to recognize and report harassment. For such training to be effective, they must be mandatory for all levels of the organizations, from entry-level staff to senior leadership.
To combat the fear of retaliation, organizations should provide anonymous reporting systems for victims of harassment. These mechanisms ensure that women can come forward without fear of judgment or job loss. Organizations should also establish strong investigative processes that hold harassers accountable.
Mental health in the workplace is intrinsically tied to issues of body image and sexual harassment. Women who face objectification or harassment often experience higher levels of anxiety, depression, and stress. Promoting mental health initiatives, offering counselling, and creating safe spaces for employees to talk about their experiences can help organizations address these underlying issues.
Gender representation in leadership plays a crucial role in shaping workplace culture. When women hold positions of power, there is often a more concerted effort to address issues such as harassment and discrimination. Leadership must not only represent the workforce but also advocate for policies that protect and promote gender equity in the workplace.
Legal frameworks around sexual harassment need to be enforced rigorously in the workplace. This includes ensuring compliance with national and international labor laws that protect women from harassment and discriminatory practices. Employers should work closely with legal teams to guarantee that their internal policies align with broader legal standards, providing a safer and more inclusive environment for all.
Moving Forward: Prioritizing Safety and Dignity
While personal choices around cosmetic surgery, like the Brazilian butt lift, may seem disconnected from workplace safety and dignity, they reveal deeper cultural and gender-based issues that affect women in the professional world. Ensuring that women feel empowered to make choices about their bodies without fear of reprisal, and safeguarding them from harassment and discrimination, requires a multi-faceted approach from businesses.
By implementing comprehensive anti-harassment policies, promoting gender-sensitive healthcare, and fostering a culture of inclusivity, organizations can help protect women from workplace objectification and sexual harassment. As the conversation around women’s rights in the workplace continues to evolve, businesses must not only adapt but also lead by example in championing women’s safety, dignity, and wellbeing in the workplace.
So there you have it. BBL or not, let’s treat women in the workplace with dignity and respect as deserved.
References for Further Reading:
- Equal Employment Opportunity Commission. “Sexual Harassment.” Accessed October 11, 2024. https://www.eeoc.gov/sexual-harassment.
- Clay, Rebecca A. “When Appearance Triggers Harassment: Understanding Objectification in the Workplace.” American Psychological Association, 2021. https://www.apa.org.
- Fitzsimmons, Erin. “Cosmetic Surgery and Workplace Dynamics: The New Age of Discrimination.” Harvard Business Review, 2023. https://www.hbr.org.
- Sobel, Meghan. “Body Image and Professionalism: The Double Standards for Women in the Workplace.” Forbes, 2022. https://www.forbes.com.
