Human Resource Insight-Dress Codes
It is clear by watching the passionate discussions about dress codes in organizations across the country that appearance touches something far deeper than the exterior we see. Though we may have been raised on the admonition not to judge a book by its cover, we do. For most of us, identity and values such as self-expression and freedom are attached to our appearance choices. In addition, we make judgments and interpretations about others' values, character, and behavior based on their appearance.
The most frequently mentioned appearance hot buttons in today's organizations are those relating to tattoos and piercing, though hair comes in as a close runner up. Appearance factors may not be included in non-discrimination laws and having tattoos or body piercing may not put one in a legally protected category, however, they are significant organizational diversity issues. How your organization chooses to deal with these differences does not just influence morale, it can also affect the recruitment and retention of talent as well as relationships with customers.
It is extremely important that we make a clear distinction between preferences and the requirements of the job. All of us have appearance likes and dislikes that come out of our own backgrounds, lifestyles, and cultures. However, these need to be distinguished from the requirements of the job. While your preferences may not include green, blue, or purple hair, pierced eyebrows or visible tattoos, these factors may have no bearing on job performance. The requirements of the job are the key in designing appropriate guidelines for appearance. Recognizing that one's own likes and dislikes are preferences and not confusing them with job requirements, or signs of competence, is an important step.
Talking with focus groups of employees to get input and test potential guidelines can help build commitment and reduce resistance. Not only will these discussions give you information that will help in the design of guidelines, it can also help in communicating them to employees. Often we find that organizations claim that their dress codes exist because of customer or client reactions. It is important to question this assumption and investigate. Once you have had sufficient discussion about appearance factors and decided on guidelines, you will need to communicate them to employees. If you position them in light of business needs, you will increase your chances of getting buy-in. Explain how they relate to productivity, sales, customer satisfaction, morale, or safety so that employees can see the business rationale.
Private and public-sector employers are permitted to have dress codes as long as they do not discriminate on the basis of race, national origin or other protected classes. But employers must be prepared to make exceptions to the rules in cases where an individual has a sincerely held religious belief that conflicts with the rule and where no undue hardship for the employer would exist as a result of the exception. Common disputes include those related to tongue and facial piercing, tattoos, loose clothing and head coverings.
Talking to employees about inappropriate dress, body art and piercing doesn't top the list of any manager's favorite things to do. Some try to steer clear of these issues, hoping that the problem will just disappear by itself. However you do have responsibilities to your immediate subordinates, yourself and the rest of your staff when it comes to uncomfortable workplace situations. That means your goal should be to fix the problem without insulting or embarrassing your staff and ensuring that the person is treated with dignity and respect. Employees who feel they have been treated respectfully and not simply been told what to do will almost always respond reasonably to your request, which will please the company and allow them to maintain their individuality.
