Corporate Culture and Dress Code: A Comprehensive Guide

Dress codes in the workplace have long been a topic of interest, debate and evolution. Historically, dress codes have served as a means to establish order, professionalism and hierarchy within the workplace.

The Evolution of Workplace Attire

Prior to the 1990s, workplace attire was predominantly formal, consisting of suits for both men and women. In the early 20th century, business attire was strictly formal. Men wore suits and ties, while women donned conservative dresses or suits. “The boundaries between work and after-work fashion were vividly clear: executive attire in the office, casual attire at home” (Lee, 2005, p. 32).

As industries evolved and the nature of work diversified, so did dress codes. The tech boom of the late 20th century, particularly in Silicon Valley, introduced a shift towards more casual attire. Companies like Apple and Microsoft championed the notion that creativity and innovation did not require a suit and tie.

Casual Fridays (also known as dress-down Fridays) became popular in the 1990s. According to the New York Times, 497 of the top 1,000 American companies observed Casual Fridays in 1994. This commonality among most office settings began shifting towards a more casual manner of dress.

According to Mary Lou Andre, editor of dressing-well.com, “Business casual first entered the marketplace in the early ‘90s, during the last recession when folks were doing a lot of lay-offs. The people left behind had more work to do, less benefits, and fewer people to do [the work]” (Vangen, 2002, p. 12). Soon after the recession began, the introduction of internet business drove business dress codes to become even more “dressdown.” This informal apparel ranged from t-shirts and jeans to polo shirts and khakis.

By the mid to late nineties, business casual dress, at least on certain days, had become the norm for many major firms such as American Express, CitiBank, and IBM (Chaney & Lyden, 1999). Companies surveyed had some form of casual dress policy (Boles, 1997). From 1996 to 1999, retailers of formal office attire suffered a sharp drop in sales (Joans, 1996; Sloan, 2000).

While casual dress was becoming more common, many organizations began to see a need for implementing written policies as employees started to dress as if they were headed to the playground rather than upholding their professional status. Early in the twentyfirst century, frustrated by worker’s inappropriate office attire, some companies hired wardrobe consultants to help employees with the “dos and don’ts” of corporate fashion (Parekh, 2005; Sloan, 2000; Spitznagel, 2010). Businesses mandating a return to formal policy typically believed that people were coming to work dressed too casually.

Dress codes changed from casual to more formal styles around 2002 as major financial firms were starting to implement dress policies. This trend was reiterated by an increase in the sale of business suits (Kiddie, 2009). Corporations were particularly concerned with employees showing up with radical changes to their wardrobe such as piercings, stained clothing, and not properly groomed, creating a sloppy overall appearance. This resulted in some companies reinstating a suit and tie rule.

According to a study from the Society for Human Resource Management, the percentage of casual dress policies dropped from 53 % in 2002 to 38 % in 2006 (Sowa, 2007; Wood & Benitez, 2003). The current trend is to dress for success, but the current styles permit various colors and have a more tailored, modern look. “Natural fibers, multiple buttons, and bolder ties and shirts are new trends, as America gets back to business” (Feingold, 2001, p.

Elaborate changes in dress codes have occurred in the past twenty years, and there are endless combinations of dress code policies among organizations. Casual dress code policies originated after a short recession in the nineties, which caused many companies to downsize. The internet was introduced, compounding the need for long office hours and combined with a slump in the economy caused companies to adopt a more cost-effective dress policy (Black & DiNardo, 1994; Vangen, 2002).

As people returned to work, there was some but not a full reversion to traditional attire. Employees wear suits, ties, dress shirts, polished shoes, or tailored dresses and skirts to convey professionalism and cohesion. But if you’re embracing flexible working from home, you can go as chilled as you want.

The RTO movement has transcended policy to become a fashion obsession. “The pandemic has left many feeling out of practice with office attire after extended periods of remote work,” said Marina Santo, managing director of the fashion and lifestyle-focused recruiting firm FourthFLOOR, which places candidates at companies like SKIMS and Hulu.

Forward-thinking organizations are shifting from a rigid dress code to a more nuanced attitude that supports employees through the transition back to the office. HR departments are advised, too, to coach rather than command - especially when it comes to younger employees who are navigating standards around professional attire for the first time.

Dress codes changed from casual to more formal styles around 2002 as major financial firms were starting to implement dress policies. This trend was reiterated by an increase in the sale of business suits.

Over the last 30 years, dress codes throughout corporations in the United States have undergone drastic changes. In the workplace, change has been most prominently seen in the areas of casual, business casual, and formal codes of dress.

Dress code policies are one visual expression of the culture of an organization. Therefore, workplace attire is a key component in establishing the company’s desired organizational culture (Maysonave, 2001; McCarty, 2010; Wood & Benitez, 2003). The extent of formality of a dress code sets the stage for the type of environment the company wishes to create.

Also, a casual dress code can help communicate a fun and friendly organizational culture. Uniforms make sense for some professions. It’s important to display a consistent and professional image, and a uniform with the company logo provides just that.

Dress codes are a powerful tool for shaping and communicating a company’s identity. They convey the company’s values, culture and brand image to employees, clients and the public.

Types of Dress Codes

Three categories of dress codes have been established: formal, business casual, and casual. Most companies organize expectations into four categories: business formal, business professional, business casual and casual dress codes.

Formal Attire

Formal attire in a business environment includes suits and ties for men, while women require business suits with pants or a long skirt and a jacket. The conventional colors of professional dress are usually navy and black. These are typically classic pieces like double-breasted tuxedos for men. These suits convey a sense of sophistication and uphold the company’s image.

Several industries and professions maintain stringent formal business attire policies to uphold a professional image, including law and the finance sector. A tailored suit might be ideal for a C-suite executive, but for a Normandy tour guide, it wouldn’t project the right image.

Business Casual Attire

Business casual is currently one of the most widespread dress codes in modern offices. It provides a middle ground between formal business attire and casual wear, allowing employees to feel comfortable while still presenting a professional appearance.

Business casual dress includes clothing that is more relaxed and casual, but still projects a professional, business-like image. Business casual attire has allowed employees freedom from the costs associated with formal business attire, as well as giving them the ability to feel more relaxed while at work. The application of a business casual dress code has been seen as a highly valued employee benefit (McIntyre, 1998).

According to a survey of 616 business students, the preferred business casual dress attire for women consisted of “khaki pants with a coordinating blazer, followed by navy dress slacks with a gray jacket…most appropriate for men were a navy sports coat with gray dress slacks or casual slacks with a polo shirt” (Chaney & Lyden, 1999, p.

For women: Skirts or dress pants, blouses, sweaters, cardigans and professional dresses. By adopting a business casual dress code, companies aim to create a professional yet approachable atmosphere.

Casual Attire

Characteristics of casual attire include jeans, chinos, casual trousers, and various styles of skirts for bottoms. Tops can range from t-shirts and polo shirts to casual button-downs and blouses.

Fully casual dress codes reflect company values. This approach allows employees to wear comfortable, everyday attire, such as jeans, t-shirts and sneakers. It can help attract new talent.

Impact of Dress Codes on Workplace Culture

Dress codes can significantly affect employees’ psychological states and behaviors. The concept of “enclothed cognition” suggests that the clothes we wear can influence our psychological processes.

“Dress is clearly a significant means of selfidentification and role definition. Personal styles have great psychological implications for both the wearer and the person interacting with the wearer” (Bowman & Hooper, 1991, p. 330). An organization’s dress code affects employees’ perceptions of the quality of their performance (Black & DiNardo, 1994; Peluchette & Karl, 2007).

If teamwork and unity are strong values in the organization, reducing status differences by standardizing the dress code among all employees will reinforce these organizational values. For example, all employees at Toyota Corporation wear polo shirts and khakis as a way of expressing a unified, team-oriented culture.

While a more casual approach may boost employee morale and comfort, it may have a negative effect on performance (Lee, 2005). Dressing casually for work can increase employee performance and morale (Black & Dinardo, 1994). After a long day, a casually dressed employee can transition from work to home life with ease by sparing the time of undressing out of nice black shoes and pants just to go to out. Some companies argued against formal wear, referring to a 1999 survey that shows: “Companies that embraced casual business attire enjoyed a 40 % increase in productivity” (Kiddie, 2009, p. 352).

The primary advantage of a casual dress code is the comfort it offers employees, which can increase productivity and creativity. An inclusive dress code strengthens trust, empowers individuals, and reinforces a collaborative and respectful workplace culture

Dressing more formally and professionally exudes a message of authority, credibility, confidence, and a success-oriented attitude (McCarty, 2007). The way one dresses in the workplace affects how they perceive themselves, and also how they are perceived by others. According to Peluchette and Karl (2007), “people adopting a formal attire in the work place believed that they could influence others’ views, achieve greater power and influence, and attain work- related outcomes, such as advancement or compensation increases” (p. 348).

Formal dress in an interview conveys professionalism, confidence, and a success-driven attitude (Fetto, 2002). Applicants who are appropriately dressed at interviews are taken more seriously and create a lasting first impression, which is critical in order to gain an upper hand on the other applicants.

Here's a table summarizing the impact of different dress codes on workplace culture:

The Role of HR in Creating Effective Dress Code Policies

‘Culture’ is a complicated set of policies and practices required to be implemented by the HR, to harmonize its overall working environment and bring about some uniformity in how the employees think and act. To maintain the workplace’s decorum, several companies designed some significant dress guidelines.

HR must acknowledge that what is considered appropriate work attire can vary across different cultures and regions. HR also plays a role in addressing gender bias in dress code policies. Dress code guidelines can be made by democratic criteria by HR departments. The dress code should be clear and easy to understand for all the employees.

Don’t we all like to dress at times to our own personal culture at times. Different religions or sects could have certain norms to dressing that every HR should be cognizant of while drawing up a company’s dress code. Allowing such cultural variations and being sensitive to cultural differences among employees makes employees feel respected.

HR must consider allowing variations in dress code based on different roles, responsibilities, and departments in the workplace. The same dress code should not run for a longer period. It should be updated with times and other regular process.

As we live in an increasingly subjective world, where sometimes an offence is caused by an accident, being in HR is as challenging as ever. There are many stipulations to consider before a company should apply a new dress code. This paper outlines the guidelines for dress code modification, as well as recommendations for the employees.

Mike Thompson, CEO of Learner Mobile, a learning management system, stresses the importance of support rather than mandate. “The idea of ‘professional attire’ can feel completely foreign,” he said. “HR teams should think about this the same way they would any other professional development - through guidance, resources and support. You don’t want your workforce feeling anxious and wondering if they’re wearing a color that could get them fired.

As Carter puts it, “Workwear is never just about clothes - it’s about how much humanity leaders are willing to allow inside the brand. Get it right, and you strengthen culture.

Managers who don’t understand the dress code or who selectively enforce it can disrupt the alignment between the workforce and the culture.

Legal Considerations for Dress Codes

These policies often mandate specific types of clothing, such as protective gear. In manufacturing and construction, attire that could get entangled in equipment, such as loose clothing, jewellery, or long hair, is strictly prohibited.

Under the Fair Labor Standards Act (FLSA), employers can’t deduct uniform costs that reduce an employee’s wages below the federal minimum wage.

Anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964 or the Dress codes and sex discrimination: what you need to know guidance prohibit employers from implementing dress codes that enforce traditional gender roles or disadvantage employees based on their sexual orientation or gender identity. Courts generally defer to ‌employees’ assertions of their beliefs unless there is evidence of insincerity.

Employers have a legal responsibility under the Americans with Disabilities Act (ADA) to make reasonable accommodations for employees with disabilities, which can include modifying dress and appearance policies.

Religious accommodations to the dress code policy should be addressed on a case-by-case basis. OSHA provides specific guidance in this area. For example, workers who operate machinery should avoid loose clothing or jewelry that could get caught in moving parts.

The Drawbacks of Casual Workplace Attire

The downsides of casual workplace attire were soon realized. Damaged first impressions may be a result of dressing too casually at work, as unexpected meetings with clients and upper-management often arise. Additionally, a casually dressed employee may be perceived as unprofessional, incompetent, under-qualified, or uncommitted (Maysonave, 2001).

Jill Bremer, an image coach and the owner of Bremer Communications, describes the threat of a “double-edged sword” when dress codes in the workplace become too relaxed. Although employee morale is usually positively affected by casual dress policies, professionalism suffers as a result (Parekh, 2005; Wood & Benitez, 2003). Therefore, a change was needed.

Another drawback of business casual dress is the lack of authority the image portrays. As a result of this perception, individuals may have a harder time progressing up the corporate ladder (Chaney & Lyden, 1999; Black & DiNardo, 1994).

Employees must realize that it’s impossible to make a neutral statement. As human beings, we are always communicating on the nonverbal level, even when we are speaking. Apparel choices are a huge part of that communication. Clothing impacts an individual’s image, either positively or negatively. When inappropriate apparel choices are consistently made, a negative impact extends to the entire corporation by giving the impression the company is lax or unprofessional.

Best Practices for Implementing and Managing Dress Codes

Here are some best practices for implementing and managing dress codes:

• Get employee input: Form employee groups and be inclusive to hear and understand what employees would like to see in the workplace based on the culture and their position requirements and then allow employees to be part of that change.
• Inclusion Through Neutrality: Center dress codes on neutrality to support inclusion.
• Develop your policies with an HR expert: Contact us today for guidance. As a final note, your business’ dress code policy must be clearly detailed in your employee handbook, easy to understand and managers should be trained to enforce it consistently across the entire team.
• Ensure your dress code policies align with legal requirements and promote a positive work culture.

“Workwear isn’t about dress codes - it’s about power, trust and identity,” said Louis Carter, an organizational psychologist and the founder of Most Loved Workplace.

Develop your policies with an HR expert. Contact Axcet HR Solutions today to benefit from our comprehensive HR consulting services. Don't leave your dress code to chance. Partner with Axcet HR Solutions and gain the knowledge and expertise needed to master workplace dress codes.

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