In June 2012 the “Office Pulse” survey was conducted by Captivate on over 600 U.S. workers and found what employees consider acceptable and distracting in office attire varies by demographic factors including age, gender and professional status.
Many of the polled participants (50%+) stated they had seen cleavage, thought tattoos were acceptable (45%) and 50 plus year olds found tattoos distracting (61%). “Our survey results show that office attire can be a major distraction for some employees,” said Mike DiFranza, president of Captivate Network. “Companies must navigate the shifting definition of what’s acceptable to wear in the workplace to minimize distractions without turning employees off with overly stringent policies.”
Employers are being forced to relax their workplace dress and grooming standards because of the diversity in the workplace, including generations. On the other hand, employers need to be careful not to offend some of their employees by allow or not allow certain practices. Workplace dress and grooming standards set by employers can become offensive to other employees and raise legal issues.
Here are some Employer tips on how to handle workplace dress and grooming policies and procedures:
- Establish a Clear Policy – Tattoos and piercings are becoming more prevalent in the workplace. Employers need to decide what their policy will be and does that fit with their culture. A written specific policy is best that explains why employees need to look a certain way (customer service, client contact, etc.)
- Be Cautious of Religious Discrimination – Employers may want to set boundaries and policies on how much an employee may display religious tattoos. If the tattoo or piercing reflects an employee’s genuine religious belief, the employer MUST accommodate that belief unless to do so would impose an undue hardship on the employer’s business.
- Be Cautious of Discrimination – Employers should prohibit provocative dress to comply with their harassment policies. Tattoos that may be offensive to other employees, (for example, the Confederate flag), should be dealt with the same way as offensive pictures would be handled. It should not be allowed in companies.
Reference: Deschenaux, J. What Can Employers Require in Workplace Dress and Grooming Codes May Raise Legal Issues. SHRM.org
