A dress code refers to established guidelines in line with clothing. Often, the codes are outlined out of social norms and perceptions. They differ depending on occasions, circumstances, or purpose. Different cultures and communities have different sets of rules. For example, the Western dressing code is the most common. They are not only symbolic, but are also used for particular purposes for attitude, cultural identity, and social class to fulfill political, traditional, and comfort aspects. The research outlines gender-specific dress codes in Ontario with a specific focus on the impact of dress codes on physical and mental health on the individuals exposed to the specified dress codes. The primary target of this article are young employed women.
For Her
Ontario has precisely outlined dress codes for men and women. For example, female employees are required to dress in gender-specific styles while going for formal functions. In Ontario, sexualized and gender-specific dress codes are prevalent in most social places that include bars and restaurants. Despite concerted efforts by employees to enforce a particular dress code, females are significantly impacted by the rules. Sexualized gender-specific dress codes emphasize on sexist and stereotypical mentalities about women appearances.
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Hardies (2009) argue that besides exposing their vulnerability and discriminatory consequences of gender-specific dressing, women are succumbing to too much pressure in abiding by the dress codes. For example, some dress codes such as jewelry and make-up expose them to ridicule and discrimination. Specific dress codes such as short skirts limit women’s ability to move around comfortably.
In restaurants, for example, specific dress codes are outlined to attract more customers while exposing the women to sexist abuses and ridicule (Hardies, 2009). The overall impact is the connotation that women are sex objects for admiration and business strategies to attract customers. The effect only serves to help the business owners to make more profit but harms women’s personality and social perception.
For Him
The male dress code is often semiformal, business casual, or pure casual. Ontario has the most purely formal and relaxed with a mixture of black or white ties. Most employees recommend me to dress in formal attires that depict a professional outlook. According to Werner (2017), the dress code often does reinforce men’s “macho image,” an attribute that continues enhancing their strong sexuality at the workplace and in social situations. The code helps in improving men’s public image, professional outlook, and a gentleman presentation. Most of the laws for males integrate with their energetic sexuality that much help in positioning their image as the superior sex. McKay-Panos (2004) maintain that the perception is advantageous but puts the females in an awkward position as most employees favor the gentlemanly image as compared to the sexually provocative image of the ladies.
In many ways, sex-based dress codes favor the males, especially in the formal sector. However, women, especially young women, are faced with sexual and gender-based harassment (Hardies, 2009). Most of the work women get opportunities include bartending, waitressing, and massage therapy, while their male counterparts occupy lucrative business and office positions with attractive remuneration.
OHRC Policy
According to the Ontario Human Rights Commission, employees should work towards removing barriers on dress codes and allow for flexibility and conformity. For example, the commission outlines that staff should not be required to dress in gender stereotyping, revealing, and sexualized clothing (McKay-Panos, 2004). The commission further outlines that all dresses should be made available instead of only availing a given type (OHRC, “n.d”). Other recommendations require that communication on dressing should be clear and free to all employees. Employees should also allow choosing their dressing style in addition to allowing a wide range of hairstyles.
Over the years, the Ontario Human Rights Commission has emphasized the need to conform to outline human rights code to eliminate the negative impact of gender-specific and sexualized dress codes (OHRC, “n.d”). According to the commission, employers can establish dress codes. Still, they must align by the established Ontario Human Rights Code that has a minimum or no adverse effects on female and male employees following human rights legislation.
What is Acceptable?
Both employees and staff must work with what is acceptable and within the established regulations. For example, while trying to have their female employers look presentable and attractive, they should not sexualize their dressing to use them as a tool in attracting customers. According to McKay-Panos (2004), they should establish realistic and ethically acceptable norms that have no negative impact on female employees. At the same time, employees should abide by the set standards that respect both their local dress codes and the Ontario Human Rights Commission on dress codes (OHRC, “n.d”). If well balanced and within acceptable limits, employers and employees can establish a reputable working relationship that is non-biased and grounded on ethic.
Benefits
McKay-Panos (2004) argues that employers and employees can derive numerous benefits by conforming to established dressing codes and human rights law. These include establishing an honest relationship and upholding ethical values in society. Young people preparing to join the job market are also well prepared for their future roles and positions in the community. With women facing minimal discrimination and bias, their chances of advancing the corporate ladder are improved. Both female and male employees’ opportunities in the job market are equalized with minimal bias and judgment.
Legal Consequences
The main legal consequence is going against gender discrimination laws that outlaw gender-specific and sexualized dress codes. At the same time, poorly structured gender base dressing codes go against the social codes of transgender employees who may feel discriminated against and their rights infringed (Reddy-Best, 2018) and (Werner, 2017). A dress code or dressing policy that improperly targets employees of a given gender may be deemed illegitimate and thus attract a lawsuit.
Young employed women in the job market are faced with numerous challenges that involve discriminatory sexualized gender-based dress codes. These codes not only expose you to women’s sexuality but also portray them mainly as sex objects. On the other hand, the dress codes seem to favor men since much focus is characterized by women’s sexuality, accentuating their body image with the primary purpose of revealing or enhancing their feminine features. Ontario Human Rights Commission highlights that concentration on gender-sensitive dress codes are discriminatory and harms employees. At the same time, it denies transgender employees the opportunity to express themselves freely. If harnessed poorly, dress codes can elicit poor public image and impact that is not only illegal but also harmful. It is thus critical to maintaining a balance while enacting gender-based dressing codes.
References
Hardies, K. (2019). Personality, social norms, and sexual harassment in the workplace. Personality and Individual Differences , 151 , 109496. https://www.researchgate.net/profile/Kris_Hardies/publication/334416368_Personality_social_norms_and_sexual_harassment_in_the_workplace/links/5d285133299bf1547cadde22/Personality-social-norms-and-sexual-harassment-in-the-workplace.pdf
McKay-Panos, L. (2004). Gender Discrimination in the Workplace: Dress Codes. LawNow , 29 , 69. Retrieved https://heinonline.org/HOL/LandingPage?handle=hein.journals/lanow29&div=59&id=&page=
OHRC policy position on sexualized and gender-specific dress codes. (n.d.). Retrieved December 2, 2019, from http://www.ohrc.on.ca/en/ohrc-policy-position-sexualized-and-gender-specific-dress-codes.
Reddy-Best, K. L. (2018). LGBTQ women, appearance negotiations, and workplace dress codes. Journal of homosexuality , 65 (5), 615-639.
Werner, C. (2017). To What Extent Should the Law Do More to Address Gendered Discrimination in Workplace Dress Codes. Exeter L. Rev. , 44 , 192.
