As American society becomes increasingly more casual, both at home and in the workplace, setting standards for professional attire in the business world has become increasingly more difficult. Different people have different views on what counts as “professional attire,” and what certain individuals may or may not consider appropriate can vary wildly. Many businesses are reviewing the way that they address workplace attire and grooming in an attempt to maintain a sense of professionalism while adapting to the changing views and varied opinions of their workers.
Though many businesses require certain staff members to wear specified uniforms (whether provided or purchased separately with a uniform allowance), other elements of employees’ appearances can be harder to control. A recent Office Pulse survey by the digital media company Captivate Network revealed distinct differences in perceptions of appropriate workplace attire depending on age, gender or professional background. That being said, setting standards for dress and grooming can raise certain issues among office staff.
For example, tattoos and piercings have become more prevalent within the American workforce, and oftentimes can be distracting to both managers and fellow employees alike. According to the Office Pulse survey, 45 percent of employees report seeing tattoos in the workplace. On one hand, 67 percent of those ages 35-49 believe that tattoos are acceptable in the office, while 61 percent of those 50 and older find them to be distracting.
Developing and enforcing employee dress and grooming requirements can also help cut down on workplace harassment issues by promoting a professional appearance and limiting distracting elements, such as offensive tattoos or provocative clothing.
Establish A Clear Policy
One of the keys to managing dress and grooming issues in the workplace is to establish a written policy that sets clear guidelines and applying the policy consistently and equally to all staff. The more specific the written policy, the better, as it removes ambiguity and personal opinions from the equation. Businesses should also try to fairly address and apply attire standards to both men and women.
Since not all employees are generally required to wear uniforms, oftentimes providing examples of appropriate attire or lists of acceptable business dress can help set standards and give employees a set of “safe” items that can be worn to the office. Additionally, specific lists detailing what is not considered appropriate can help employees to avoid questionable attire elements before they ever become an issue in the workplace.
Certain items can be very subjective. For example, many women are wearing ankle pants or cropped pants to the office. These can tread a fine line between business and business casual attire, but specifying, “Capri pants or cropped pants are inappropriate when not worn as part of a suit” can help prevent questions from arising.
Alternatively, while a blanket ban on tattoos may seem like the easiest route for some businesses, it may also limit an organization’s applicant pool. Requiring that tattoos be covered by clothing, opaque makeup or bandages are common ways to make such restrictions more flexible.
Exercise Discretion
That being said, room should be left for managers to exercise their judgment in certain situations. Though a suit may be on the list of acceptable attire, if a skirt is to short, even when worn as part of a suit, it could still be considered inappropriate. Clear, written policies are useful to insulate the employer against employee discrimination claims, but they should not force businesses to adopt a one-size fits-all approach. Many businesses find it helpful to include provisions in their dress code that give them flexibility to adapt to specific situations. For example, statements that focus on attire fit, requiring attire to “fit properly and enhance the employee’s professional image” can also give managers options in addressing clothing that is too tight, too short, too revealing or even simply wrinkled.
Grooming is another largely ambiguous area that often requires managers to make judgments on a case-by-case basis. While businesses may be able to require “professional hair styles,” “subtle and professional makeup” or prohibit exposed tattoos or body piercings, oftentimes what constitutes professional can be subject to personal opinion.
Consistency is Key
Even when businesses can’t fall back on the written policy for guidance on some of the more subjective elements of dress and grooming, applying policies consistently throughout the entire staff can help minimize conflict and promote a culture of professionalism, both in terms of dress and employee conduct.