Last week, U-Haul announced that beginning February 1 of this year it would no longer hire nicotine users in the 21 states that permit employers to take that information into account when hiring. To be clear, this covers use outside of the workplace, and it could affect former smokers who use nicotine patches or similar delivery systems.
If you didn’t hear about this, you have my envy and my respect, as it probably indicates that you’re employed and/or don’t spend hours on Twitter, where the topic was briefly trending.
From what I can tell, the reaction has mostly been cynicism about U-Haul wanting to cut healthcare expenses. I think that’s probably true; smokers can indeed be charged higher premiums than non-smokers under the Affordable Care Act, and presumably U-Haul will cover at least some of this.
But since I spent a small chunk of last year’s blog posts talking about selection effects and signalling (most notably here, here, and here), I feel obliged to point out that selecting against smokers is also an effective way to screen for other undesirable qualities in employees. As smoking rates have plunged, smoking has become an increasingly good proxy for a bunch of socioeconomic factors.
(Pardon the use of 2013 data in the following charts; I happened to have this version of the BRFSS on my laptop, and went with it for convenience. I don’t think there’s a good reason the general idea should have changed much in the interceding years.)
For example, smokers, and to a lesser extent, former smokers, miss more days due to their physical or mental health than non-smokers:
They’re also more likely to have less education and to have lower incomes:
Notably, U-Haul is pitching this as a step in “fostering a culture of wellness”:
“We are deeply invested in the well-being of our Team Members,” said U-Haul Chief of Staff Jessica Lopez in a press release. “Nicotine products are addictive and pose a variety of serious health risks. This policy is a responsible step in fostering a culture of wellness at U-Haul, with the goal of helping our Team Members on their health journey.”
So here we have a company policy that is ostensibly for the benefit of employees’ health, but the actual consequences of which will be to save money for the employer and disproportionately preclude the candidacies of many low-SES applicants. Mind you, this is for a job at U-Haul during a period of supposedly record-low unemployment.
I think what bugs me most about this is a feeling (which could be wrong but is at least widespread) that there are diminishing opportunities—especially for low-SES Americans—to participate in the productive side of the economy, which by all indication is something that gives people a sense of meaning and self-respect.
I also can’t shake the feeling that a more powerful or organized constituency would be able to generate some public sympathy in a similar situation. If U-Haul made it policy to deny employment to obese people, presumably to similar effect, there would have been a cascade of outraged NYT opinion pieces and an ACLU lawsuit.
Still more hilarious is the contrast with growing corporate, public, and governmental acceptance (or even endorsement) of marijuana use. A new, publicly announced prohibition on employee use of marijuana would come across as horribly retrograde and likely receive more negative attention.
Smokers, alas, are nearly universally reviled, out of the graces of the upper classes and on the wrong side of demographics.