How workers dress can affect their performance, the office's morale and the company's reputation among clients. Setting and enforcing a dress code are important aspects of workforce management, and can help workers remain in the professional mindset at work and feel more comfortable. But what happens in the summer months when the weather warms up and employees want to remain cool in the office? Your company handbook needs to answer these questions before they are even asked.
Here are four considerations every HR department needs to remember when making and implementing a dress code:
1. Weather changes
With summer almost here, will the company allow open-toed shoes and shorts? Professionals in human resources administration shouldn't discount the influence weather has on people's clothing choices. According to Inc. magazine, some companies change the dress code altogether when it heats up outside, but HR departments should always consider whether it is logical and necessary to do so before they offer workers a summer dress code policy. Inc. noted that if employees come into contact with clients, it may be a good idea to make it a policy that they remain dressed as professional as possible throughout the warmer months.
The most effective option may be for HR professionals to provide an exception in the dress code for employees to wear comfortable but professional-looking clothing when the temperature reaches a certain height. All exemptions should be written down and employees must have a clear understanding of what is and is not still acceptable during these times. This includes making it clear whether employees can wear open-toed shoes, tank tops and shorts.
2. Possible discrimination
According to SHRM, discrimination issues may arise if HR professionals don't carefully select their dress codes. For example, some women can feel discriminated against if men are allowed to wear shorts but they are not allowed don a sleeveless top. Business Management Daily recommended HR professionals be mindful of how gender biases may come into play within dress codes. But racial, ethnic and even religious stereotyping should also be considered. Businesses can see harassment or discrimination claims if they don't have effective workforce management, aren't sensitive to workers' needs and don't implement a neutrally applied policy, according to Business Management Daily.
3. Footwear
HR professionals need to draft a comprehensive footwear policy within their dress code. Footwear can change depending on the weather, and workers may want to wear their boots in the office in the winter and flip-flops in the summer. However, HR professionals should make it clear what is acceptable no matter the weather.
Footwear can end up being a safety hazard if workers wear the wrong shoes. For instance, employees may trip during an emergency if they are wearing flip flops, and the same may be true for heels of a certain height. HR professionals should be mindful of how footwear impacts the safety of the workforce, such as when there is a fire drill.
4. Casual dress day
Sometimes, giving employees a dress-down day if the office has a professional business dress code can help workers relax and feel more comfortable in the office. Many workplaces choose to allow employees to wear jeans and sneaker on Fridays. However, HR professionals should also ensure these days have set rules so workers aren't coming into the office wearing inappropriate clothing, such as mini skirts or sleeveless T-shirts.
HR professionals need to keep numerous things in mind when they are drafting dress codes. But they must ensure they are answering any questions before these inquiries come up to develop a comprehensive dress policy. An employee handbook posted on the company's intranet is always a good way to keep everyone up to date.