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In the modern workplace, dress code is an interesting topic to discuss. Rules have generally been relaxed and the days of strict, formal attire have disappeared in most cases. Employers are increasingly recognizing the importance of a relaxed, fun atmosphere at work. A happy workforce leads to increased productivity, better results and better employee retention. Casual Fridays or similar opportunities to ‘dress down’ have become part of the routine in many cases.
Employees are much more aware and vocal about their rights in today’s informed society. Cultural trends and respect for religious beliefs all contribute to the changing face of the workforce.
Implementing a dress code can be seen as somewhat of a minefield. There are a lot of things an employer can do wrong, even with best intentions. Here are 5 steps you should take before implementing or making changes to an existing dress code.
Study any company policies that you already have in place
You may have policies in place in writing. You may have policies in place that are verbally communicated to your team but not written down. A set of expectations if you like. As an employer, you are entitled to have a dress code in place and to enforce it, but it must be enforced equally and fairly and be understood completely by all.
A quick search of the web will uncover numerous lawsuits, protests and complaints which have been launched by unhappy employees. As we stated earlier, employees are very well informed in society today and will be vocal when upset. Surveys around the world have identified frustrated employees who feel restricted by the dress codes in place. In Canada, one survey found that two thirds of workers interviewed preferred to wear more relaxed clothing and were frustrated that they could not. Maybe more importantly, over a quarter were uncertain if their choice of clothing was appropriate. They were unsure about policy.
Viral protests are common. French transport workers protesting at policies banning the wearing of shorts, English office workers complaining about the same thing and choosing to go to work in dresses since no shorts were allowed. There have recently been a number of tribunal cases where workers have objected to some of the rules in relation to appearance.
Leave nothing to interpretation. Be specific
The message is that you should study every word of your policies. Do they say what you want? Are they clear or open to vague interpretation? Are you leaving yourself open to the kind of complaints and actions we have listed? You need to have carefully written policies in place to avoid confusion and resentment.
What may seem clear to you, might mean something very different to your employees. What if the policy states ‘Jeans are acceptable’. Perfectly clear to some people. However, what about the color of the denim. Any shade of blue? Any color other than blue? What about fashion in jeans. Holes? Rips and tears? Patches? How about the fit. Very low slung? Baggy, tight, short in length? Patterns and stitched on accessories? You get the picture. What do you want to allow in your workplace?
Dress codes may even extend to personal appearance. You may have minimum requirements, or a set of expectations around hair length and style, makeup, jewelry and accessories and so on. Again, these need to be clear, communicated and acceptable.
Satisfy the needs of your company
Dress codes can be extremely varied from company to company. It really depends on what business you are in. Do you deal directly with clients and what are the expectations for that? Are your employees seen by the public and visible to anyone else? Do they need to represent the company brand and image?
Safety concerns and hygiene can dictate the dress codes in many businesses and work environments. These are legal obligations that the employer must satisfy. There cannot be any misinterpretation of policies or words that might be considered vague when health, safety and hygiene are primary concerns.
Policies and procedures must be clear and must be a key part of the hiring process and employee training. If specific dress code requirements are present, be up front and have employee buy-in from day one. Make it part of the employee handbook and enforce it fairly and consistently at all times.
Talk to your employees
Today’s workplace is fast changing and constantly evolving. Managers can lose touch with evolving fashions and cultural trends as well as technology and efficiencies if they do not make the effort to keep up. Talking to your employees about what they would like to see with regards dress code is a valuable exercise. Ask them what they would like to wear to work. There may be an issue, there may not, but you don’t know if you don’t ask.
Getting employee input on anything is a valuable exercise to improve morale and engagement. If you are prepared to be flexible, make changes within reason that do not compromise safety and hygiene, it will be respected and noted by your team. It all helps retain talent and promote an inclusive work environment.
Update policies and remind your employees regularly
Every season brings about a change of clothing. Every year brings changes in fashion and clothing. It is wise to evaluate your policies, talk to employees and reinforce whatever policies are in place on a regular basis. If you remind your team what is appropriate for summer wear, it will prevent awkward conversations when the first team members come to work wearing the latest summer fashions. Think about the statement ‘shorts are acceptable in the summer months’. If we think back to the example about jeans earlier in this article, you can only imagine how many different types of shorts there are that could be worn. Be clear and remind your team.
Summary
Implementing a dress code the right way is a balancing act. Depending on your business and the needs of your company, you must try and keep all parties happy. Choose your words carefully, be specific and transparent, remind your team regularly and be flexible (whenever you can) in recognizing changing fashions, cultural trends and employee needs.
As a recruiter or manager, tackle each seasonal change ahead of time. Look at terms like ‘casual summer wear allowed’ and think about how many ways that can go wrong. Update and rework your policies so that everything is crystal clear. Study the steps listed in this article or you may well find yourself the subject of viral complaints or even lawsuits.
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