Social science research indicates that there is an attractiveness bias against ugly people and a pervasive gender bias against females. There is scant research that tests whether attractiveness bias is more persuasive than gender bias when making promotion decisions in the workplace. This research uses data from a two phase computerized facial experiment to test whether there is attractiveness bias and if attractiveness bias is more influential in promotion decisions than gender. Results indicate a positive bias toward attractive faces regardless of gender -- and attractive female faces were selected more frequently than attractive male faces. The study suggests that there is a distinct penalty given to unattractive females by male respondents; however, attractive women are more likely to be selected for promotion decisions than their unattractive male and female counterparts. There are social and economic implications of attractiveness bias. Employers that privilege attractive workers are inequitably and inefficiently allocating resources which decreases business income potential and productivity. Attractiveness bias also affects employees who are less aesthetically appealing by hindering their ability to accumulate human capital, thus hindering their lifetime earning potential.
