Equity in Dress Codes: Ensuring Gender Equality in the Workplace

In today's diverse work environments, the issue of fair and equitable dress codes is becoming increasingly relevant. This article delves into the question of whether companies can or should enforce stricter dress codes on men than on women, with a focus on personal and professional experiences in academia and sports journalism.

Personal Experiences in Different Roles

I have a multifaceted professional life as both a journalist and a professor. My roles in these fields have given me a unique perspective on dress codes in the workplace. As a sports journalist, I often find myself dressing casually, fitting the relaxed and active environment of action sports events. For instance, when covering activities like surfing or wakeboarding, I prefer to dress like the athletes, which means wearing practical and comfortable gear that enhances functionality rather than formality.

As a university professor, my experience is quite different. On campus, male instructors are often expected to adhere to a more formal attire, such as trousers, dress shoes, a button-up shirt, and an optional tie. Female professors, on the other hand, are typically required to wear a business suit, a nice skirt and blouse, or a nice dress. This implies a dress code that necessitates more formal and traditional attire for women.

However, in recent years, many institutions have started to adapt their dress codes for online teaching via platforms like Zoom. This change allows for more flexibility and comfort while maintaining a professional demeanor. For example, as a professor teaching online, I can opt for a short-sleeve button-up, a Hawaiian shirt, or a polo shirt, which aligns with personal comfort and productivity.

Gender Equality and Dress Codes

While flexibility is increasingly recognized, the question remains: can or should companies enforce stricter dress codes on men than on women? My belief is that such practices are fundamentally unfair and contrary to the principles of gender equality.

Proponents of more gender-neutral dress codes argue that these restrictions can perpetuate gender stereotypes and create a hostile work environment. Men and women should be held to the same standards of professionalism and appearance, ensuring that no one is unfairly judged or discriminated against based on their gender.

Examples from My Academic Role

The following example illustrates how a more flexible approach to dress codes can be applied effectively:

During a period of illness, I was unable to attend an academic conference in person due to contracting COVID-19. However, the conference organizers offered an alternative option: presenting via Zoom. This presentation allowed me to express my professional ideas in a studied and prepared manner, ensuring that my appearance reflected professional standards even though I was not physically present.

Through this experience, I observed that online presentations can be just as professional and polished as in-person ones, provided that the speaker is well-prepared and courteously ablerequires formal attire. The key is not the physical environment but the level of commitment and professionalism demonstrated.

Conclusion

Ultimately, striving for gender-neutral dress codes in the workplace benefits everyone. It promotes a culture of equity, where every employee is judged on their skills, expertise, and contributions rather than their adherence to arbitrary and gender-biased dress standards. By adopting more inclusive and equitable policies, organizations can foster a more welcoming and supportive work environment that values diversity, inclusion, and genuine merit-based evaluations.