The Workplace Coach

As the summer sun blazes and temperatures soar, the workplace often becomes a melting pot of varying fashion choices. Throw in a number of years of largely remote working and it’s understandable, almost expected, that dress standards might tends towards a more relaxed image. If you don’t have an explicit dress code for your organisation, then dealing with the issue can be a little tricky.

In one XYZ organisation that I did some work with, the CIO had received a number of complaints about dress standards in his division. The complaints included men wearing shorts in the office, women wearing summer dresses with spaghetti straps, and several people not changing out of their gym gear after a lunchtime workout. Now bear in mind that there was no organisational dress code, and very few of the roles in this team were client facing, but clearly the standard of dress was problematic for some of the people in the team.

Anytime anyone, a manager or colleague, decides they need to comment on someone’s wardrobe choices they need to approach it with some caution. A conversation of this type requires finesse, tact, and a commitment to maintaining a respectful and inclusive workplace environment.

Here are a few tips on how to handle a situation where a colleague may be pushing the boundaries of office-appropriate attire.

1. Assess the situation: Before jumping to conclusions or making assumptions, take a step back and objectively assess the situation. Is what they are wearing truly inappropriate for the workplace, or is it a matter of personal perception? It’s important to recognise the subjective nature of fashion and consider whether the clothing genuinely violates any existing office norms.
   
2. Check your policies: Even if there’s no formal dress code in place, your organisation may have guidelines regarding professional attire that can be found in the employee handbook or HR documentation. Familiarize yourself with these policies to ensure that your concerns align with the company’s values and expectations.
   
3. Approach with sensitivity: When addressing the issue, approach your colleague with sensitivity and empathy. Keep in mind that personal style can be subjective, and your intention is not to criticise but to maintain a professional atmosphere. Choose a private setting to discuss the matter, ensuring the conversation remains confidential and respectful. If you have any concerns about how it might go then it’s a good idea to have a third person in the room.
   
4. Focus on the impact without judgement: When addressing the inappropriate clothing, focus on the potential impact it may have on the workplace rather than just passing judgment on the individual. For example, you can express concern about how certain clothing choices may distract from the professional environment or create discomfort among colleagues.
   
5. Use “I” statements rather than “You” statements: Frame your feedback using “I” statements to convey your feelings without sounding accusatory. For instance, say, “I noticed that your attire might be a bit casual for our workplace, and I wanted to discuss how it could impact our professional environment.” This approach helps avoid putting the other person on the defensive.
   
6. Propose solutions: Instead of merely pointing out the issue, collaborate on finding a solution. If appropriate, suggest alternatives or provide examples of more suitable clothing options. Encourage an open dialogue to ensure that the individual feels heard and has the opportunity to express their perspective.

If the issue persists or if you’re unsure about how to approach the situation, seek guidance from your human resources department or give us a call here at The Workplace Coach. Handling delicate matters related to workplace conduct and supporting managers and employees in addressing the situation appropriately is what we do.

How did things end up at XYZ? 

Since there had been multiple complaints, we thought the best approach would be to pull the team together and have a bit of a brainstorming session. People were encouraged to speak openly about their concerns, and we whiteboarded a number of proposed solutions. The group decided that they would like to establish a ‘team dress code’ that everyone would sign up to. A number of drafts were circulated until we landed one that everybody was happy with. There haven’t been any more complaints about workplace attire.