How to Write an Employee Dress Code
Ah, dress codes – the age-old dilemma that never fails to spark heated debates around the water cooler. While we all understand that maintaining a professional appearance in the workplace is essential, it's equally important to strike a balance between personal expression and conformity.
In Australia, employees, and employers grapple with this issue daily, navigating the fine line between enforcing dress code policies and respecting individual rights.
Did you know?
In 2016, PricewaterhouseCoopers (PwC), a global professional services firm, sent temporary worker Nicola Thorp home because she refused to wear high-heeled shoes, a requirement of their dress code.
PwC's stance was clear: no heels, no pay.
They argued that heels were a smart choice for women. In response, Nicola argued that if flat shoes were considered smart for men, they should be for women as well. The dispute escalated to involve the UK government, leading to new guidelines on workplace dress codes.
What about employee rights?
Right to Fair Treatment:
Employees have the right to be treated fairly and equitably. This means dress code policies cannot discriminate against employees based on gender, race, religion, or any other protected characteristic.
Health and Safety Considerations:
While employers can set dress codes for safety reasons, these policies should be justifiable. For example, in certain industries like construction or healthcare, specific clothing or protective gear may be necessary for the safety of employees.
What can employers do?
While male and female employees don’t need the same dress code, your rules should be equivalent. That means writing a dress code that impacts all staff equally. So, how do you make sure your dress code doesn’t discriminate against your employees? Follow these five steps:
Defined Dress Code Policies:
Establish clear dress code policies that align with the nature of your business. These policies should be communicated to all employees, ideally through an employee handbook or orientation process.
Flexibility and Reasonable Accommodation:
Remember, one size doesn't fit all. Be open to discussions with employees about potential modifications or exceptions, especially when it comes to religious or cultural considerations.
Consultation and Communication:
When implementing or modifying dress code policies, involve employees in decision-making. This fosters a more inclusive and collaborative work environment.
Periodic Review:
Dress code policies are not set in stone. They should evolve to reflect the changing dynamics of the workplace and societal norms.
Provide Support and Resources:
If your dress code includes specific requirements, such as uniforms or safety gear, it's your responsibility to provide these items or allocate funds for their purchase.
Bottom-line
The balance between dress code policies and employee rights isn't always easy to strike, but it's crucial to ensure a fair and inclusive work environment. After all, a well-thought-out dress code should complement professionalism, not hinder it.