How Company Policy can affect your Recruitment
No HR policy drives more fear into an HR professional’s heart than creating a dress code policy. As a new HR professional you may be asked to develop or revise your company’s dress code.
A company’s dress code can raise many employment concerns ranging from minor irritations to violations of Human Rights Laws. As an HR professional, you have to be diligent when developing or revising a policy because it may affect your recruitment.
- Are companies allowed to set rules on employee’s behaviour at work? Absolutely!
- Can a company have a set dress code to match its brand, in style and look? Absolutely!
- Are there going to be problems when a company takes dress code to extremes? Absolutely!
Read the HR online article on Abercrombie and Fitch’s look policy and how, after many years, the company is getting rid of its requirement to be “hot” in order to be hired.
As you can see, an HR dress code policy is a fundamental component of any successful organization, but creating or revising one is not for the unprepared HR professional. Many aspects must be considered, so before completing your bosses request to create a new dress code policy, you must ask yourself the following discussion questions.
- What is the professional brand the company is seeking to achieve and maintain?
- Are there legal implications to this brand or look we want to achieve?
- Does this look or dress code infringe on any prohibited grounds under Human rights legislation directly?
- Does this look or dress code infringe on any prohibited grounds under Human rights legislation in-directly?
- Does it create systemic discrimination?
- Will this dress code affect our ability to hire certain individuals from protected minority groups?
- How will this new or revised dress code affect current employees? Will we be able to retain them as employees?