Hijabs, Dreadlocks, and More: Appearance Policy Drafting and Enforcement Tips to Stay Out of Legal Trouble

  EVENT DATE

December 16, 2019

  PRESENTER(s)

Dr. Susan Strauss

  2:30 PM ET | 01:30 PM CT | 11:30 AM PT | 60 Minutes


* Not able to attend the live session? We can arrange an on-demand session for You. Please call 1-951-801-2324


This program has been approved for 1.0 PDCs toward SHRM certification hours.
The program is pre-approved for 1 credit hour under HRCI

DESCRIPTION



From the length of one’s hair, to the number and location of visible tattoos, to recognizing gender non-conformity style, to creating a summer dress code, employers are facing an increased need to determine their organization’s culture and policies, as well as following federal and state laws.  How does an organization balance employees’ rights to express themselves with the organization’s rights to determine its legitimate business needs while maintaining an inclusive work environment?  The pitfalls for employers are many.

More businesses are likely to face these issues especially now that research is confirming these types of biases exist broadly across U. S. workplaces.  The potential for organizational errors are plentiful.  Organizations expect employees to use sound judgment in their dress and grooming, however, what if the employee’s sense of dress and grooming varies from the organizations?  After all, types of self-expression have become more commonplace with society demonstrating more acceptances in people’s choices of self-expression—shouldn’t the workplace reflect this change in social rules too?  Religious dress and dress that defies gender stereotypes are the two areas that are the most challenging for employers.  These issues and others will be discussed.

Dress codes are receiving a fair amount of attention in the courts these days.  There have been a number of precedent setting lawsuits dealing with dress codes’ requirements and how those requirements, even inadvertently, discriminate against potential and current employees based on their gender, religion,  and race, to name a few.  It is critical that human resources professionals and managers understand the importance of a discriminatory free dress code to ensure all job candidates and employees ae treated fairly and equitably.  

Areas to be Covered?

  • To discuss legal issues surrounding Dress and Appearance in the workplace
  • To list specific elements of a Dress and Appearance policy
  • To  explore the role of unconscious bias and stereotypes play in discrimination through dress codes
  • To identify prevention tactics to ensure employees are judged by their performance and not on stereotypes
  • Guidelines by the EEOC regarding dress at work
  • Body art
  • International dress
  • National Labor Review Board’s take on dress
  • What should be considered in writing your dress code.
  • Religious dress
  • Sex stereotyping dress
  • Tattoos 
  • Political dress

Who Will Benefit:

  • Managers throughout the organization
  • Directors throughout the organization
  • Human Resources generalists, managers, directors



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