Bringing the Dress Code into the 21st Century

It's an age-old question: what should I wear to work today? We've all pondered it before, and as employers, a similar thought has always spurred it on: what dress code should be in place?

As the world perseveres through a post-pandemic era where remote work has made a significant impact on workers, and where we, as a society, continue to strive for a more inclusive environment, one thing has become apparent: the traditional dress code has to go. Now is the time for embracing a variety of thoughts, cultures, and experiences.

So, how can we make our workplace dress code reflect this vibrant tapestry of individuality and identity? Let's dive right in.

Picture this: the CEO of General Motors, Mary Barra, took on the challenge of revamping their dress code policy. Instead of a lengthy ten-page document, she brilliantly summed it up in just two words: "dress appropriately." Talk about simplicity with a punch. This shift in approach encourages employees to dress in a way that suits the specific tasks they're working on that day. No need for rigid standards of traditional professional attire that may inadvertently exclude marginalized groups.

What is known as traditional professional attire may not be everyone's cup of tea. In fact, it can be downright exclusionary for certain individuals. Looking "professional" is not only a costly endeavor, but requiring specific types of clothing can also be ableist.

Consider people with disabilities, for example. They might feel unsure about meeting the expectations of the office dress code. A study by the University of Missouri-Columbia even revealed that this doubt can lead them to avoid applying for jobs altogether. This is a barrier we can break down by adopting a more flexible and inclusive dress code. By doing so, we create a workspace that welcomes and accommodates everyone.

Similarly, the National LGBTQ+ Taskforce reports that transgender workers experience unemployment rates twice as high as the general population. Non-binary workers also face significant discrimination, especially during the hiring process. In the workplace, these gender-binary expectations can cause LGBTQ+ individuals to feel insecure, distressed, anxious, and doubtful about their identities. To address these challenges, employers should revise their workplace policies and make their dress code policies gender-neutral. By doing away with gender-binary expectations, we can create an environment where LGBTQ+ employees feel secure, confident, and free to express themselves as they truly are.

Next, these outdated policies can negatively impact people of color, and it's imperative to understand how deep the problem goes. Studies from various organizations, including Society for Human Resource Management and the National Urban League, have shown that Black employees are more likely to face consequences such as being sent home to change clothes, receiving disciplinary actions, or even being fired due to dress code violations compared to their white counterparts. This disparity stems from dress codes often reflecting white, middle-class standards of attire and the presence of implicit biases among managers. Additionally, dress codes can be used as a means of control, sending a message that people of color must conform to dominant cultural norms.

Let's acknowledge employees' tattoos and piercings while we’re at it—restricting visible tattoos and piercings in the workplace might unintentionally limit the pool of talented candidates. Ask yourself: is there a direct job-related reason behind this restriction? Safety measures, like asking employees working with machinery to avoid excessive jewelry, are not only understandable but often essential. It’s crucial, however, to keep requirements grounded in real job necessities and not let personal biases dictate your dress code.

To make a dress code policy a success, it's vital to educate your managers about the reasons behind it. By understanding the purpose and values behind the dress code, they can effectively communicate it to your employees. This way, you can avoid any misunderstandings and nip potential discrimination issues in the bud. If employees have questions, managers should be well-prepared to address them. After all, we want everyone to know that dress codes are not about personal preferences—it's about creating a safe and inclusive space for all.

Now, what should your policy be? An inclusive dress code policy should account for and promote diversity in all its forms. Consider qualities such as religion, gender identity and expression, cultural identity, and disabilities when formulating your dress code guidelines. Keeping it simple and avoiding unnecessary restrictions will allow employees to bring their whole selves to work, and when all is said and done?

Everyone should be encouraged to dress for the day they’re having and where they’re having it.

So, are you ready to unleash the power of inclusivity through your dress code? Grey Owl HR can help. Contact us today to plan out your best, individualized policy.