Photo Credit: triocean
Workplace dress codes have been a point of contention for decades. In the 50s, America saw an increase in gender-integrated workplaces. As women’s roles and fashion have evolved, so have employee perceptions about professional attire. For women and gender non-conforming employees, dress codes have been the vehicle for sexual harassment and discrimination. In this week’s blog, we’re investigating how workplace dress codes contribute to sexism, racism, and weight discrimination.
In 2019, Randstad US found that, “33% of workers would prefer an informal dress code over an extra $5,000 in salary.” They also discovered, “that same percentage of workers would even consider quitting their job or turning down a job offer if a casual dress code wasn’t on the table.” This was before the onset of the COVID-19 pandemic, which furthered the shift in preference away from formal business attire. The motivation behind this desire differs significantly between men and women.
The Issue
Firstly, women on average make less than men yet spend 76% more per year on clothes due to the pink tax and unfair appearance expectations on women. (This is in combination with makeup and jewelry expectations set on women by both men and women at the workplace.) Secondly, dress code policies can be vague and leave women confused about what to wear to work. “Unprofessional” and “revealing” are subjective descriptors, wardrobe and makeup expectations vary across positions and sectors, and “formality” varies from person to person. Ambiguous policy leads to inconsistent enforcement and, potentially, a hostile work environment. Is it any wonder that women would be drawn to the freedom to choose what they wear so they can focus on their work without fear of harassment or reprimand?
In male-dominated organizations and fields, women are caught in a catch-22. If they don’t dress in a traditionally feminine, conservative fashion, their outfits may be deemed too “distracting” to their male colleagues. This makes the woman unfairly responsible for a man’s reaction to her, treatment of her, and productivity at work. Conversely, women that do adopt a strict, hyper-feminine dress code and appearance standards laid out by a company might unwillingly reinforce certain gender roles to the male gaze of their audience and clientele. One workplace dress code, as depicted in the movie Bombshell, demonstrates how these appearance standards are one facet of rape culture. Binary dress codes are even more complicated for transgender and gender non-binary employees, who experience an added layer of gender-based harassment if their physical presentation does not meet certain social expectations related to their gender identity and expression.
The heteronormative beauty standards behind many dress codes also harm more curvaceous or larger-bodied employees. Women with curvier bodies are seen more sexually than their skinnier counterparts, even if they wear the same attire as their colleagues. Overweight employees are also encouraged to cover up more than their other colleagues, which further exacerbates weight discrimination that’s all too common and should have no place in any work environment.
Dress codes can also be racially discriminatory, too. Black employees, for example, experience targeted harassment for their natural hairstyles. Cultural and/or religious attire worn by predominantly non-white groups like hijabs and turbans may also be unfairly targeted despite having legal protections under Title VII. For men, particularly men of color who grow facial hair for religious reasons, facial hair restrictions also pose added, unnecessary barriers to their rights and freedom of expression. Ultimately, more conservative, restrictive dress codes instill an idea that “professionalism” is synonymous with whiteness, skinniness, and patriarchy. If we want to create equitable workspaces, we need to make sure that dress code policy is created and enforced intersectionally and with cultural sensitivity.
All of this is not to say that there shouldn’t be any guidelines or appearance standards, particularly for public-facing roles. What it does mean is that we have a lot of work to do to ensure dress code policy is enforced fairly, equitably, and compassionately. Below are some of our tips for amending dress code policy.
Clearly Lay Out Guidelines and Ensure Uniform Enforcement
At RALIANCE, we believe that all employees should be treated equitably. Regarding dress codes, no one should be held to a different standard because of the body that they’re in. This applies to sex, gender, weight, tattoos (as long as they don’t depict offensive material), and hair. Last year, RALIANCE wrote about how it is crucial that we reexamine our idea of what a “professional” body is, and dress code falls neatly into that discussion.
Be Open to Accommodation
Some dress codes may be limiting to some body types. People with psoriasis may be limited to certain fits and fabrics. Some workers with mobility issues may require more comfortable footwear and clothing. Some uniforms are not size inclusive. Whatever the issue may be, employers should express to their staff that reasonable accommodations can be made to make them more comfortable while still abiding by company standards.
Never Blame a Victim for their Harassment
In far too many cases, victims of harassment and discrimination related to dress code are blamed for that harassment and discrimination. No one invites unfair treatment or disrespect. If there is a violation of the dress code, it should be discussed in terms of written policy and not other people’s reactions to them. If they are not violating the dress code but are “distracting” to a colleague, a discussion needs to be had with that colleague, not the victim.
Have a RALIANCE Policy Review
Dress code policy and addressing sexual harassment can be difficult subjects to address. RALIANCE would be happy to work with any employer interested in reviewing their policy and amending procedures to ensure equity and prioritize employee safety.
As gender roles and fashion continue to shift and change with the times, we will continue to have conversations about what workplace wardrobe should look like. We hope to see all companies allow for a dress code that allows self-expression, upholds company standards, treats its employees equitably, and leaves no tolerance for harassment.
RALIANCE is a trusted adviser for organizations committed to building cultures that are safe, equitable, and respectful. RALIANCE offers unparalleled expertise in serving survivors of sexual harassment, misconduct, and abuse which drives our mission to help organizations across sectors create inclusive environments for all. Visit our website or our grant page for more information.