Today, the professional world has seen an evolution in its standard dress code concept. Just like we are pushing for more inclusivity and acceptance in every part of the society, so should be the case with workplace. Development requires that we recognise and challenge any unwritten dress codes that might not be representative of all workers’ experiences as well as identities. For different job seekers, understanding these unwritten rules can make a difference between them succeeding or failing at their work.
Body positivity is about considering every body to be fit. It aims to confront stereotypes around beauty that have left many out because of size, shape, color, gender and even ability among others. One of these frontiers is found within working places where this new body positive movement is turning things around for good.
People are encouraged by this movement to embrace their bodies regardless of what society or culture say about them. This means accepting the fact that physical looks do not define beauty or worthiness elsewhere except perhaps in ourselves. Within work environments it is leading towards greater acceptance of differing body sizes and forms as well as individual modes of expression challenging the notion that only one look can lead to professionalism.
While some organisations have explicit dress codes there are those which do not state anything about how people should dress and such often tend to be problematic. Such unspoken rules may be based on old-fashioned criteria, unconscious biases or even cultural norms that may not resonate well with everybody else within such settings. Some consequences of such unspoken rules include:
Perceived professionalism: In numerous sectors ‘well-dressed’ implies competence and dedication but it’s typically influenced by westernised/slim/able-bodied biasness thus making unfair assumption on someone’s capabilities based on appearance alone.
Accessibility: Not everyone can wear certain types of clothes especially people with disabilities; hence high heeled shoes are sometimes exclusionary to some employees while others may feel disadvantaged in such cases. There are also some physical conditions that might make it difficult for certain persons to meet strict requirements for tailored suits or buttoned shirts.
Cultural sensitivity: Occasionally, the unwritten dress code may exclude or marginalise individuals inadvertently by failing to consider what religious or cultural norms dictate. For example, expectations around hair styles may discriminate against natural African hair textures, or prohibitions on headwear may conflict with religious practices.
Gender expression: Unspoken dress codes often reinforce binary gender norms, which can be exclusionary in relation to non-binary and other non-conforming genders. They may also perpetuate harmful stereotypes about how men and women should dress in professional settings.
Body shaming: Unspoken expectations regarding body shape or size can lead to discrimination as well as body shaming. For example, assumptions that certain types of bodies look more professional in specific forms of clothing can be detrimental and exclusive.
Financial burden: Sometimes, unspoken rules relating to designer labels make it impossible for an average employee to cope up with hence making situations where employees have no option but to spend money on clothing that they cannot afford their economic backgrounds especially those who are still new in the field now
Find out about the company culture: The first thing you can do while preparing for an interview is finding out more information about the company’s culture. Check their site online for diversity portrayed through pictures and statements about all of their staffs being included from different sources like former employees and social media sites.
Be real: It is very important to be professional, but it is also important that you are yourself. In case a company does not respect who you really are, then it may just not be the right fit for you. Remember that your unique perspective and identity are invaluable assets for any progressive company.
Speak up for yourself: in a situation where the dress code requirements bother you, you can as well take them up with HR or management. Many firms accept criticism if it leads to inclusiveness. Couch your concerns in terms of how these norms should change so as to promote diversity and well-being of employees while benefiting the company.
Know your rights: Get to know anti-discrimination laws within your locality better. At many places, there is a prohibition on discrimination on grounds protected by law which may include appearance based characteristics such as race, faith or transgender identity.
Find supportive networks: Reach out to industry associations or organisations that champion diversity and inclusion within their sector. These can offer useful resources, guidance and support when dealing with workplace issues.
Review and simplify dress codes: Periodically evaluate dress code policies in order to make them more inclusive. Avoid rules specific only to women or men; instead, allow religious or cultural attire options. Instead of focusing on specific clothing items emphasise general principles of professionalism.
Solicit feedback: Establish a safe space where employees can raise concerns about dressing policy anonymously through surveys among others. Anonymous surveys,focus groups or open-door HR sessions could all work for this purpose
Promote positive body image attitudes at work place: Organise workshops or training sessions that address unconscious bias at work place and promote positive body image attitude at work place; this will help build an atmosphere of bodily acceptance which respects all body types and forms of personal expression.
Lead by example: Make sure that the leadership team reflects diversity in their physical appearances including dressing sense thus sending a strong signal about the company’s commitment to being inclusive.
Consider functional needs: Dress code policies should be tailored to accommodate employees with specific job requirements or disabilities through reasonable accommodation for the entire workforce.
Training about appearance related unconscious bias: Help hiring managers and supervisors understand how bias in first impression of employees’ abilities and competence can result from appearances via different training courses.
Regularly communicate and update policies: Let all staffs have clear knowledge of the dress code policies and ensure they change with time due to shifts in social norms as well as feedback from workers.
The world is a diverse place, so is the talent pool. Hence, companies as well as job seekers would benefit more by embracing body positive environments that are also inclusive. Through questioning unwritten codes of dressing, we will create workplaces where everyone feels at home, valued regardless of who they are. It promotes good health on an individual level but equally important it enhances creativity, innovation and productivity because all individuals can bring their whole selves at work.
As we move forward it’s imperative that we understand true inclusivity goes beyond mere tolerance. It means specifically celebrating all kinds of diversity including body shapes, cultural manifestations or personal styles. If we embrace promotion of self-acceptance and challenge stereotypes around body image, then our workplaces will become more equitable but still dynamic, innovative and successful.
Navigating changing norms as a job seeker can be challenging, but it can also mean that you become part of positive changes. By being real, contributing for inclusiveness and searching for employers who treasure difference, you would be able to create a more inclusive work environment for your own self and the kind of professionals who will come after you.