One of the significant knock-on effects of the COVID-19 pandemic was a major shift in how people relate to work. The necessity of quarantine isolation accelerated what had, until that point, been a limited move toward remote work, leading to other major changes. Strict work hours, scheduled social gatherings among coworkers, and other parts of the office status quo fell away by necessity. However, once pandemic restrictions were lifted, many employees and companies began to question which parts of the status quo they wanted to reinstate.
One of the less discussed but still noticeable changes is the standard of dress at work. Many workers who went remote during the pandemic joked about wearing formal office attire only when on camera, or pairing a suit jacket and tie with a pair of sweatpants. The partial or permanent return to the office has led to a continuation of that trend, with office employees coming to work in the same clothes they wear outside of work, often in outfits designed for comfort such as workout clothes or “athleisure.” Although it isn’t as contentious a debate as the ongoing arguments about returning to the office, some organizations and leaders have noticed the trend and are weighing the costs and benefits of this new standard. Here are some things to consider, and why this isn’t as easily resolved as you might think:
Why Workers Are Staying Casual
The sudden jolt of quarantine was disruptive in many ways, but it was also a testament to how quickly people and organizations can organize around these disruptions and continue functioning. For office workers, it de-emphasized some major elements of the work routine and shifted the focus to the results of their labor. Many workers began to ask, “If I’m getting my work done on time, why does it matter where I do it or what I’m wearing?” Surveys show that many workers feel they perform better in comfortable clothes and feel more able to connect with others as well. For many people, a return to formal business attire enforced from the top of their organization would feel arbitrary and unrelated to the actual functions of their job.
The Case for Formal Wear
Despite the push from employees for a less intensive dress code, many organizations have been experiencing some of the issues that come with a laissez-faire approach while also looking into the benefits of setting stricter rules:
- Complexity of Appropriateness: What is “appropriate” can be more complex than simply wearing what you would wear at home. While it might be totally fine to do some work in jeans and a t-shirt, interactions with the general public, valued clients, or other people who are not part of the organization can be strained by a casual dress code. Some may feel a casual outfit communicates a lack of interest or seriousness and is disrespectful.
- Neutrality of Casual Clothes: Casual clothes aren’t necessarily neutral. What is seen as fine for one employee might be viewed as too revealing, while a t-shirt with a band’s logo could be seen as offensive or provocative for someone who doesn’t understand the context. These sorts of conflicts are not new, but they become much more challenging in organizations that have given up on having a defined set of guidelines for workplace attire.
- Authority and Formal Attire: A key benefit of a formal dress code, particularly in roles involving volunteers or public service, is that formal attire or a uniform endows the wearer with authority, making it easier to lead and communicate expectations to the group. It can be a powerful visual signal that the formally dressed employee is prepared, serious, and ready to work.
- Performance and Belonging: Numerous studies have shown that formal attire and a stricter dress code can improve confidence, cognition, and overall job performance while also fostering a sense of “belonging” among employees. Having designated formal clothes for the office can also help employees feel the distinction between work and home more clearly, in the same way that some remote workers can find it difficult to “switch off” from work mode once the day is done because they no longer have the routine of physically leaving the office.
The Case for Compromise
With strong arguments on both sides, it can be challenging for an organization to settle on a solution to this potentially contentious issue. While it may seem attractive to simply go back to a more formal dress code, this approach can also alienate your team and create unnecessary tension in the workplace. While having a strict and uniform dress code can simplify things, it can also make life difficult for marginalized employees, particularly transgender employees who might feel pressure to dress in a manner that does not conform with their gender. This can also become a legal issue, putting your organization at risk of a discrimination lawsuit.
As stated above, many employees are now looking at work through a new lens and don’t value as highly the expectations of having a defined “office culture” or even having an office at all. Introducing a dress code isn’t just about publishing a rule, but offering clear and compelling reasons for the change, as employees do not want to feel they are being made to alter their work-life arbitrarily to suit the whims of their employer. If you feel compelled to enforce a stricter dress code simply out of personal preference, that may prove difficult to sell to employees who are already comfortable and productive dressing casually. Finding ways to collaborate with your team on this topic, gather expectations, and establish a dress code that clarifies your expectations without alienating employees is key.
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The information contained in this article is not a substitute for legal advice or counsel and has been pulled from multiple sources.
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