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Weight loss initiatives in (and out of) the workplace are not evidence-based practice and I would strongly encourage rethinking the use of this strategy to engage employees. Regardless if the program is labeled as a ‘lifestyle change’, ‘wellbeing program’ or ‘healthy eating’, if the objective is to encourage weight loss (usually by eating less, but can also come in the form of exercise to ‘burn calories’) it is still the same thing—undertaking behaviours for weight loss.

The evidence is very clear—dieting does not work in the long-term. 95% of people who attempt to lose weight will gain it back within 3-5 years, plus more.

Dieting is the number one risk factor for an eating disorder and the development or disordered eating. It also significantly increases the risk of depression and body dissatisfaction.
From a physiological point of view, dieting is the process of starving one's body of its energy needs. This can negatively impact productivity and psychological wellbeing. When the diet fails those employees involved in the weight loss initiative (that’s right, it’s not the people who fail the diet) and they start to gain the weight back because ultimately food restriction results in the pendulum swinging in the opposite direction—that is, bingeing—it can have adverse effects on their mental health as they feel a sense of shame, that they have ‘failed’ and are ‘not good enough’.

Workplace weight loss initiatives also collude with diet culture and represent a form of weight bias (whether intended or not). It implies to the people in bigger bodies that they are not good enough as they are and that they must try to conform to societies ‘thin ideal’. The internalization of this can have very damaging effects to one’s emotional health.

Finally, it’s important not to confuse weight with health. Our health behaviours are far more important for our health, and that’s what I would encourage any workplace health promotion strategy to focus on.
By Dan Lewin

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It is frequently noted that it has become the norm to consume 'sometimes' foods on a daily basis. However, this only becomes a problem when these foods are displacing other from someone’s overall . The evidence shows that a varied core diet (ie. a wide variety of foods from the ‘5 core food groups’) is more important for and (risk of death) than NOT eating foods that are less . The take home message is that it is more to nutritious foods into our diet.

In the context of the workplace, whilst we may see people consuming the ‘sometimes’ foods everyday, without knowing what their overall diet consists of, we can’t automatically assume that it is ‘unhealthy’. We also don’t know their personal situation, and given that health is not a moral obligation, not everyone will place a priority on this part of their life.

There is some concern that if guilt is detached from , people will start eating even more of these ‘sometimes’ foods. Yes, this may initially occur as these what was once ‘forbidden’ foods are introduced back into the diet after a period of restriction. However, with the support of a qualified health practitioner using non-diet approaches (that is, ditching diet and eating for health and instead), individuals who give themselves unconditional physical and emotional permission to eat all foods end up consuming a wide variety of foods and have a high diet .

Dan Lewin's Navigating the workplace food culture: food psychology; hard truths; and practice points

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Happy New Month, Welcome to March
..continued from last week 's post on Dan Lewin's Navigating the : ; ; and practice points.


The language we use around food is important. Whilst we often hear food being labeled as ‘ ’ or ‘unhealthy’ or ‘ ’ and ‘bad’, the fact is food has no moral value and all foods can have a place in our (*unless you have a diagnosed medical condition that requires elimination for self-care).

When this kind of black-and-white language is used, it demonstrates collusion with diet culture and mentality. It implies that if someone eats an ‘unhealthy’ or ‘bad’ food, they have something to feel guilty about.

Whilst providing ‘sometimes’ foods may seem counter-intuitive to trying to change the food culture, think of the implied message if no ‘sometimes’ foods are provided at all.

By providing a range of foods, you are acknowledging the individual’s and demonstrating that there is no judgment and that all foods can be part of a .

If anyone does find themselves judging other people for their food choices (or body shape), I invite you to be curious about that and have a think where that judgment comes from.

And whilst commenting on someone's or seems to have become another past-time, this is never appropriate. This is a major trigger for a lot of people to start, or continue, disordered .

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Think of a time you have gone out with a colleague, or group of colleagues, to have a meal and reflect on your own food behaviours and how they may have changed.

—i.e. Did you order the same meal as someone (subconsciously to ‘connect’ with them)?
Did you forgo dessert when you felt like it because other people didn’t order ?
Did you order a salad to look more ‘healthy’, if it was a shared meal, did you eat quicker than normal?

Why people make food choices is very complex (and fascinating). Add in to the mix the social context, which includes or peer-to-peer , and we have a pretty interesting situation from a behavioural science point of view. We know that most people change their food behaviours when eating in the company of others.

Eating socially is one of the great pleasures of food, it can be a very rewarding emotional experience to share a meal (or snack) with those whom we are socially connected.

Edited and Extracted from Dan Lewins' Navigating the workplace food culture: ; ; and practice points.

to be continued next Monday.

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