Refreshing the Dress Code Policy
As we were enjoying an almost 80-degree day last Friday, I thought about how many organizations adjust their norms around dress, like shorts and sandals, to allow for more casual dress in the summer.
During my career, I have noticed that when there is a shortage of jobs, the norm for business casual dress is elevated. More people are competing for the available positions, and dressing more professionally is a way to naturally differentiate yourself from others. It’s interesting that a women recently received feedback that she was not hired for a senior-level position because she was not wearing makeup.
As I run my errands, I notice that many employers are loosening their expectations around dress codes in general. I see a lot of traditionally conservative employers allowing tattoos, and was not surprised to learn that 32% of people have a tattoo.?Some people may think that this change is in response to supporting employees being able to express themselves and their unique personalities. I believe that the changes to the dress codes are because organizations have identified a more relaxed dress code attracts more qualified employees. Starbucks and Disney are examples of employers who have adjusted their dress code.
It might be a good time for your organization to take fresh look at your dress code and identify the business reasons for what is considered “appropriate attire for the workplace.” Safety and health reasons to wear closed-toed shoes and put your hair in a hairnet are examples of dress code requirements with a clear business purpose. Many organizations have company-wide policies around hair color, tattoos, wearing heels, and leggings that are difficult to connect to a business objective.?
?When considering dress code revisions, you can ask the following questions:
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At the highest level, these questions must be asked. When devising your policy, consider that policies must have a basis in social customs and must not significantly differentiate the standards for men and women. It is important to explain the reasons for the policy to employees so that they understand that it has business-legitimate goals. These may include maintaining a corporate image for your organization, promoting a productive working environment for all employees and/or complying with health standards.
Some organizations have an overall specific dress code for all employees. More often, organizations will have policies or dress standards for specific departments or roles. Client-facing positions may have different expectations as compared to other roles who do not interact with clients. Most organizations ask that employees are well-dressed and groomed. Even if you establish a casual working environment, many employers have some limitations asking that employee wear clothing without holes and to cover their midriff-section.
Employers will want to use employee handbooks or newsletters to vocalize the policy and explain the policy to potential employees during the interview process. It is important to apply the dress code fairly to all employees at your organization and to make reasonable accommodations and exceptions, when necessary to accommodate religious requests and requests for leniency based on disabilities.
The National Labor Relations Act (NLRA) has some additional dress code considerations. Employers must allow employees to wear union insignia, even in non-union workplaces. Employers are allowed to prohibit certain types of clothing that may contain union insignia, but not union-specific clothing (for example, prohibiting the wearing of t-shirts in general, including those with union insignia on them).
Piloting a more relaxed dress code this summer might be a zero-cost way to boost employee morale and identify some outdated dress code policies that are due for a refresh.?
If you would like to discuss dress code policies, please contact our AmeriBen Human Resource Consulting Resource Center Hotline at 1-888-716-4482 or e-mail us at?[email protected].