1.
Dress and Appearance Code
Rights, Responsibilities, and Potential Liabilities for 2022
Susan Strauss EdD RN
Organizational and Management;
Discrimination & Harassment Consultant

2.
Dr. Susan Strauss is a national and international speaker, trainer and consultant. Her specialty areas
include management/leadership development, organization development, communication, and
harassment and bullying. She trains and consults with business, education, healthcare, law, and
government organizations from both the public and private sector. She has been an adjunct professor
at several universities. Susan has held positions in training, organization development, and
management, which enable her to use her multitude of real life experiences to draw on in her training
sessions and organization development consulting. She has presented to thousands of people during
her career and to a variety of audiences and receives outstanding evaluations.
Dr. Strauss has authored over 30 book chapters, books, and articles in professional journals. She has
been featured on 20/20, CBS Evening News, and other television and radio programs as well as
interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and
Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Bali, Beirut and
the U.S. She has consulted with professionals from other countries such as England, Australia,
Canada, Beirut and St. Maartin. She has her doctorate in organizational leadership, is a registered
nurse with a bachelor’s degree in psychology and human services, a master’s degree in community
health, and professional certificate in training and development.
Susan Strauss
susan@straussconsulting.net
www.straussconsulting.net
Bio

3.
Objectives
To discuss why a dress code is
advantageous to employers and employees
To state legal issues associated with dress
& appearance
To identify best practices for an
organization’s dress code
To describe how explicit and implicit bias
influences dress codes

4.
Dress Code vs Appearance Code
Hair
Make-up
Nails
Fragrance
Hygiene
Jewelry
Facial hair
Material of employees’ shoes

5.
Why a Dress & Appearance Policy?
Sets clear expectations
Protects organization’s image
Promotes productive work environment
Complies with health & safety standards
Prevents claims of discrimination & harassment
Outlines – permitted vs not permitted

6.
Employer Has Right to
Establish Dress Code
Can legally set limits to self-expression re:
Tattoos, piercings, extreme dress, jewelry, hairstyles
Be somewhat flexible
Business related
Promotes company’s image
Addresses safety

7.
Gender
Age
Religion
Race
National
Origin
Discrimination

8.
EEOC Religious Garb and Grooming in the
Workplace: Rights and Responsibilities
http://www.eeoc.gov/eeoc/publications/qa_religious_garb_grooming.cfm

9.
Head Coverings
Policy needs to address in detail,
remembering religious reasons

10.
EEOC vs. Abercrombie
If an employment decision is motivated by
religion—even if the employer does not know
the individual’s religious requirement—the
employer may be liable for religious
discrimination or failure to accommodate.

11.
Tattoos & Body Piercing
>20% adults
38% millennials – 50% two or more
23% millennials – body piercing
Number of tattoos and piercings?
Size?
Placement (visibility)?
Offensiveness?

12.
National Labor Relations Act
Cannot ban derogatory images or words
regarding company
Cannot require employees to wear hats/
T-shirts with company logo and not
union logo

13.
Policy to Include:
Rules
Rationale for
rules
Consequences
for violating
rules
Examples of
compliant
and non-
compliant
attire