Social sustainability plays a prominent role in the United Nation’s Sustainable Development Goals, but a proper analysis of the concept is still lacking. According to a widespread conception, a system is sustainable when it is preserved or developed in a robust manner. I argue, however, that social sustainability is best understood in explicitly normative terms. Formulating suitable development goals requires a conception of the kind of society that is worth sustaining. I propose that, for a system to be socially sustainable (...) is for it to secure a range of values, including justice. Furthermore, I argue that social sustainability is first and foremost a property of institutions. I go on to ask what it takes for an institution to secure values and why justice is so important for institutions. The answers culminate in a social sustainability framework, which explains why making institutions more sustainable is so challenging. (shrink)

Vaccine hesitancy persists despite vaccination’s important role in global health. As many vaccines provide social benefits through herd immunity, vaccination decisions can raise moral concerns. Two studies explored the role of moral convictions in vaccination decisions. Study 1 (N = 485) revealed higher vaccination intentions when individuals thought about vaccination in moral terms. Emotions and moral piggybacking positively predicted moral convictions. In Study 2 (N = 1,111), we evaluated the effects of emotional, moral, and scientific pro-vaccination arguments on moral convictions, (...) support for mandatory vaccination, and tolerance of dissenting views. While no group differences were observed, moral convictions were correlated with increased support for mandatory vaccination but also with a reduced tolerance of dissenting opinions. Overall, moral convictions play a small but significant role in vaccination-related decisions. While moral convictions have beneficial effects on compliance, it is crucial not to overlook the adverse consequences, which may lead to a growing societal divide. (shrink)

In Western society, weight moralization is reflected in the belief that weight is controllable across the weight spectrum. However, the effect of holding such beliefs is unclear. We therefore propose that these beliefs affect people differently depending on their BMI. When confronted with negative, self-related feedback, people’s coping strategies are often reflected in the ways they relate to their self. We examine three such self-to-self relations (i.e., reassured, inadequate, and hated self). Extending prior research, we predict that weight controllability beliefs (...) are related to positive self-to-self relations for adults with a low, and to negative self-to-self relations for adults with a high BMI. Accordingly, we expected that weight controllability beliefs would be associated with defensive avoidance among people with a high, but not with a low BMI. We tested our hypotheses in a sample of 348 adults who participated in an online survey. Weight controllability beliefs were associated with increased defensive avoidance in people with high BMI, and with decreased defensive avoidance in adults with a low BMI. Forms of self-to-self relating fully mediated this association, demonstrating positive effects on adults with a low, and negative effects on adults with a high BMI. Additionally, in an open ending section, we found seven social settings that deprive people from satisfying their need to belong and to be accepted due to their weight. We discuss our findings against a call for a less moralized public discourse about overweight and obesity that is particularly relevant in the context of the current COVID-19 pandemic. (shrink)

Over time, there has been a steady increase of workplace health promotion programs that aim to promote employees’ health and fitness. Previous research has focused on such program’s effectiveness, cost-savings, and barriers to engaging in workplace health promotion. The present research focuses on a downside of workplace health promotion programs that to date has not been examined before, namely the possibility that they, due to a focus on individual responsibility for one’s health, inadvertently facilitate stigmatization and discrimination of people with (...) overweight in the workplace. Study 1 shows that the presence of workplace health promotion programs is associated with increased attributions of weight controllability. Study 2 experimentally demonstrates that workplace health promotion programs emphasizing individual rather than organizational responsibility elicit weight stigma. Study 3, which was pre-registered, showed that workplace health promotion programs emphasizing individual responsibility induced weight-based discrimination in the context of promotion decisions in the workplace. Moreover, focusing on people with obesity who frequently experience weight stigma and discrimination, Study 3 showed that workplace health promotion programs highlighting individual responsibility induced employees with obesity to feel individually responsible for their health, but at the same time made them perceive weight as less controllable. Together, our research identifies workplace health promotion programs as potent catalysts of weight stigma and weight-based discrimination, especially when they emphasize individual responsibility for health outcomes. As such, we offer valuable insights for organizations who aim to design and implement workplace health promotion programs in an inclusive, non-discriminatory way that benefits all employees. (shrink)