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There is currently a carousel of new leadership appointments at major UK companies such as NatWest, BT, and AG Barr. When assessing incoming CEOs, the emphasis is on their experience, character, and gender.
Interestingly, research indicates that humans have a preference for tall, imposing leaders. This can be seen in the workplace, where gossip about the physical attributes of new bosses, such as their height, may circulate.
Even prominent figures like UK Labour leader Sir Keir Starmer have made comments about the height of the Prime Minister. Jacqueline Gold, the late CEO of Ann Summers, also encountered situations where taller colleagues were mistaken for the CEO.
Surprisingly, there is a lack of recent research on size bias in executive appointments, possibly due to a historical investigation that led companies to avoid discussing the topic.
In 2005, writer Malcolm Gladwell conducted a survey of half of the US Fortune 500 companies, focusing on their predominantly male CEOs. He discovered that the typical CEO was three inches taller than the average US man, with nearly three-fifths of the CEOs exceeding six feet in height compared to around 15% of the general male population.
The demographic of CEOs has since evolved, with women, on average, being shorter than men. However, it is still common to observe CEOs slightly stooping to shake hands during meetings.
Research also suggests that taller individuals enjoy an earnings premium. In a study from 2015, US investigators found that salaries were 9-15% higher for individuals in the 75th height percentile compared to those in the 25th percentile. Similarly, Forbes reported in 2020 that Chinese findings indicated a 1.3% increase in income for every additional cm of height.
While there are several theories, none of them can be definitively proven. The first theory suggests that height is instinctively associated with good health and evolutionary advantage. The second theory proposes that wealthy families tend to have taller children and provide them with career opportunities. Lastly, tall individuals often receive deference, which can boost their self-confidence.
It is important to note that these observations do not reflect negatively on tall individuals themselves. They may encounter challenges such as improperly sized hotel duvets and teasing about their height. However, if hirers prefer candidates based on their height, it raises concerns about potential biases in the hiring process.
The Lex team is interested in hearing from readers. Feel free to share your thoughts on whether you believe there is a “height premium” in the comments section below.
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