We have started a new segment allowing managers to ask questions that will be answered directly by our CEO, Darcy Swift. This month’s question is:
QUESTION: I have recently started a job as the new HR Manager at a small business. One thing I have noticed is there are different expectations for men and women when it comes to dress code. For example, the men are allowed to wear “golf shorts” during the summer on causal Friday. However, women are not allowed to wear shorts as they are considered inappropriate and too casual. This is clearly an outdated rule as it is considered gender discrimination but being new to the company, I’m not quite sure how to address it. I don’t want to cause issues in my first week and none of the employees seem to have a problem with it. Is it even worth bringing up? Should I address this issue or let it go until someone complains?
ANSWER: You are correct, this is a very outdated rule. One that needs to be corrected because there are laws against gender discrimination and the company could be at risk of a lawsuit if one of the employees decides act upon it. The fact that nobody has complained could mean one of two things, either nobody really knows or follows these dress code guidelines or they are not comfortable bringing it up and causing an issue. If you wait until someone complains, it could be too late for the company to recover.
As the HR Manager, even in your first week, it is well within the compounds of your job to address these issues as an advocated for the employees as well as a safety net for the company. You could be doing a disservice to both parties by turning a blind eye to obvious issues clearly stated within the employee handbook. This issue can be handled in a professional manner by simply speaking to your boss and pointing out what could happen legally if the wording in the handbook describing the dress code is not changed to be non-gender specific.
If you have a question you want answered, please contact us HERE. We will feature one frequently asked question a month.
We have started a new segment allowing managers to ask questions that will be answered directly by our CEO, Darcy Swift. This month’s question is:
QUESTION: I have recently started a job as the new HR Manager at a small business. One thing I have noticed is there are different expectations for men and women when it comes to dress code. For example, the men are allowed to wear “golf shorts” during the summer on causal Friday. However, women are not allowed to wear shorts as they are considered inappropriate and too casual. This is clearly an outdated rule as it is considered gender discrimination but being new to the company, I’m not quite sure how to address it. I don’t want to cause issues in my first week and none of the employees seem to have a problem with it. Is it even worth bringing up? Should I address this issue or let it go until someone complains?
ANSWER: You are correct, this is a very outdated rule. One that needs to be corrected because there are laws against gender discrimination and the company could be at risk of a lawsuit if one of the employees decides act upon it. The fact that nobody has complained could mean one of two things, either nobody really knows or follows these dress code guidelines or they are not comfortable bringing it up and causing an issue. If you wait until someone complains, it could be too late for the company to recover.
As the HR Manager, even in your first week, it is well within the compounds of your job to address these issues as an advocated for the employees as well as a safety net for the company. You could be doing a disservice to both parties by turning a blind eye to obvious issues clearly stated within the employee handbook. This issue can be handled in a professional manner by simply speaking to your boss and pointing out what could happen legally if the wording in the handbook describing the dress code is not changed to be non-gender specific.
If you have a question you want answered, please contact us HERE. We will feature one frequently asked question a month.