Occasionally, an article appears in the news about how terrible it is that an organization restricts its employees´ self-expression by imposing strict dress and grooming codes. Such an article recently appeared in the Washington Post.

(Reference: Washington Post.com. June 17, 2006.  "At Six Flags, the Don'ts of Dos; Employees Say Their Ethnic Hairstyles Are Challenged as 'Extreme,' and They've Complained to ACLU."
http://www.washingtonpost.com/wp-dyn/content/article/2006/06/16/AR2006061601801_pf.html)

 Because my programs and books focus on professionalism, work ethics, and leadership, I love to see these articles and use them as examples-both pro and con-of how companies communicate and enforce corporate cultural norms.

The corporate image-and I use "corporate" to mean any business or organization, in this case-of an organization is projected by its people and how they look and act. Of course an organization´s image is also reflected by its facilities, how it does business, philanthropic efforts, and other projections of who the organization is and what it represents. One of the first visible images of an organization, however, are the people who represent the organization. Therefore, a well-documented and widely communicated and enforced code is essential to projecting the "right" (as determined by the organization´s leadership) corporate image.

Difficulty arises on both sides-the organization´s and the employee´s-when dress codes seemingly infringe on cultural expressions of a diverse workforce. Title VII of the EEOC´s Civil Rights Act of l964 prohibits employers from discriminating against individuals based on the religious, birthplace, ancestry, cultural or linguistic characteristics common to a specific ethnic group. This includes discrimination in hiring, firing and other terms and conditions of employment. Where the legal challenges come in is the interpretation of how dress codes discriminate against individuals´ cultural and religious norms. An employment attorney is who to consult about corporate and individual rights concerning cultural and religious expressions.

I once overheard a manager´s admonition to an employee to "use good judgment and be practical" with the employee´s clothing selection. The problem with that admonition is that using "good judgment" is similar to using "common sense". The adage that "common sense is anything but common" applies to good judgment, also.

Suggested resources for "dress code" and professionalism:

• Sylvia´s article at HR.com ("The Don´ts of Dos").
• HR.com search "dress code".
• Book: "Why You Talk So White? Eliminate the Behaviors that Sabotage Your Success.  Sylvia Henderson. V-Twin Press. ISBN #1932197001.   Available from www.WhyYouTalkSoWhite.com
• Card Deck: "Success Language: Card Deck. Complete deck of 24 reference cards for table-top or pocket reference. Mem-Cards. ISBN #1932197044.  Available from  www.SuccessLanguage.com.
• What to Wear to Work-- Book: "Beyond Business Casual If You Want to Get Ahead".  Ann Marie Sabath. Career Press. ISBN #0595306535.
• How to Look Your Best-- Book: "Your Executive Image & Project Success, for Men and Women". Victoria A. Seitz. Adams Media. ISBN # 1580621783.
  

Sylvia