As offices change with the times, it’s important to find an approach to professional dress that works for all employees and is inclusive and practical.
Gone are the days of mandatory skirt suits and nylons for women. However, increased casualness doesn’t give employers free rein over clothing choices. Dress codes that unfairly target one gender could potentially violate federal laws.
We explore the evolving legal landscape as workplaces aim to strike the right balance, maintaining a professional image without resorting to sex-based discrimination through dress code policies.
The evolution of workwear
For much of history, women’s workwear was heavily influenced by societal expectations of how women should dress and present themselves. Clothing prioritized an idealized feminine appearance over practicality or comfort in the workplace.
In the early 1900s, working women wore long, restrictive skirts with high collars and cinched waists. These styles looked prim and proper but could have been more practical, even dangerous, for jobs in factories or offices.
Things started to shift during World War II in the 1940s. With many men off fighting, women took on various jobs previously reserved for males. Their workwear adapted, with pantsuits and overalls becoming more common for factory work and other labor-intensive roles. Form temporarily gave way to function.
However, this utilitarian drift could have been more-lived. In the post-war 1950s, traditional feminine ideals reasserted themselves. Skirts and dresses paired with blouses and heels were back in vogue for women’s workwear, even in office environments. Appearance trumped practicality once again.
In the latter half of the 20th century, women’s workplace attire underwent a more lasting transformation. The Women’s Liberation movement of the 1960s and 70s challenged restrictive gender norms. Wearing pants to work became more acceptable for women, representing a shift towards gender equality.
In the 80s and 90s, power suits with broad shoulders and sharp tailoring allowed women to appear authoritative and ambitious in professional settings. This mirrored the increased role of women in business leadership during this era.
By the late 20th/early 21st century, the rise of “business casual” dress codes gave women more relaxed yet still professional workwear options like slacks, sweaters, and flats—comfort combined with an appropriate air of professionalism.
Legal considerations
The Civil Rights Act of 1964 prohibits employers from discriminating against employees based on race, color, religion, gender, or national origin. This legislation applies to businesses with 15 or more employees. Regarding dress codes at work, bosses can’t have unfair rules for men and women. For example, they can’t make women wear high heels, and if the guys get to wear flat shoes, that would be wrong.
Some states have taken it further by saying companies can’t discriminate against hairstyles commonly associated with certain races, such as afros or braids. The Supreme Court has also decided that discriminating against someone for being gay or transgender counts as sex discrimination, which violates the Civil Rights Act. So employers can’t tell people they can’t dress according to gender identity.
In addition, if an employee has religious beliefs that conflict with a company’s dress code or grooming rules, the employer must try to accommodate those beliefs as long as they don’t create a major problem for the business.
Finding an inclusive balance
Companies have a right to set a professional image through employee dress codes. However, these policies must be clear and inclusive for all genders.
Acknowledge a company’s need for professionalism. Well-dressed employees can project confidence and competence and reinforce the company’s brand identity. But dress codes shouldn’t restrict self-expression unfairly.
Dress code policies should use gender-neutral language. This avoids reinforcing stereotypes about how different genders should dress. The focus should be on neat and appropriate attire, not specific garments associated with one gender.
Some examples of inclusive formal attire options:
- Tops: Blazers, button-down shirts, blouses, sweaters.
- Bottoms: Dress pants, knee-length or longer skirts, tailored chinos.
- Shoes: Dress shoes, loafers, closed-toe flats.
- Accessories: Professional scarves, ties, minimal jewelry.
For a more flexible option, companies could consider a smart casual dress code policy. This allows a wider range of office-appropriate clothing choices for working employees.
Focus on skills over attire
Don’t worry too much about dress codes at work. What’s important is people’s skills and how well they do their jobs. How someone dresses doesn’t affect how well they can do their work.
The main thing is creating an environment where everyone feels comfortable and can do their best work, no matter their gender or what they’re wearing. The idea is professional clothing that’s comfortable and allows people to move freely and concentrate on their tasks.
Instead of strict rules about skirt lengths or heel heights, it makes more sense to have general guidelines around looking neat, put-together, and appropriate for the workplace. Someone’s specific outfit matters less than their qualifications and ability to do their job well.
Summing up
Judging employees too much on what they wear is unfair and can make the workplace uncomfortable, especially for women. It’s better to create an environment of respect where the focus is on people’s skills and strengths and doing good work, not nitpicking over clothes that don’t affect job performance.
As offices change with the times, it’s important to find an approach to professional dress that works for all employees and is inclusive and practical. By prioritizing function, respecting diversity, and having open communication about dress policies, companies can create a successful work environment for everyone.
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