Workplace attire as we once knew it is becoming a thing of the past, particularly in the office. In recent years, office dress codes have loosened from the traditional suit and tie into ‘smart casual’ business wear. In fact, it’s a great talent attraction strategy. Here’s how to make it work for your organisation.
The concept of workplace attire is one we become familiar with long before we even enter the workforce. Ask a child to describe a surgeon and they’ll describe someone wearing scrubs and a surgeon’s mask. Ask them to describe a builder and they’ll describe someone in work boots and a hard hat. Ask them to describe a businessperson and, more often than not, they’ll describe someone wearing a suit and carrying a briefcase.
Yet it seems today that workplace attire as we once knew it is fast becoming a thing of the past – particularly in the office. In recent years, office dress codes have loosened from the traditional suit and tie into ‘smart casual’ business wear, and in some cases, t-shirts and jeans reign supreme in the workplace.
According to findings from CoreData’s recent Workplace Survey, ‘smart casual’ is Australia’s most common workplace dress code, with over 56% of respondents saying they wear formal business attire less than once a month. Unsurprisingly, the report states that 1 in 3 workers believe workplace dress codes have become less formal over time, with formal or ‘professional’ dress now only adopted by 26% of Australian workplaces.
While many organisations still firmly believe in the importance of traditional business attire – that is, to represent the organisation and convey a sense of professionalism – numerous reports have shown that around 47% of employees prefer a relaxed dress code.
With the majority of workers in favour of casual dress, it would seem that offering a relaxed dress code in the workplace could serve as an easy and cost-effective employee perk. But before you do away with traditional business attire, consider whether a casual dress code is right for your organisation – and if it is, how you can best implement it.
Understand what employees want
The term “Casual Friday” first gained popularity in the 1990s as companies worldwide began to introduce a weekly day of liberation from corporate attire. While optional, Casual Friday’s were typically welcomed with enthusiasm as many employees enjoyed the opportunity to dress down once a week. In a setting where casual attire is not necessarily appropriate throughout the week, adopting a ‘Casual Friday’ approach is a tried and tested way to introduce casual wear into the mix in your organisation.
Today, an increasing number of businesses are offering casual dress as a workplace perk. Millennials in particular are driving the casual workwear trend, with 33% reporting they’d leave an organisation if the dress code was too conservative. With this in mind, implementing a casual dress code could provide organisations with a simple and cost-effective way to attract graduates and young talent.
What’s more, flexible or relaxed dress codes have been shown to increase engagement, boost productivity and promote greater employee wellbeing. A survey by UK workwear apparel brand Stormline found that two-thirds of respondents said they’d feel more comfortable, productive and happy if they were able to dress how they wanted.
With this in mind, implementing a casual dress code could provide organisations with a simple and cost-effective way to attract graduates and young talent.
Before making changes to your organisation’s dress code, take the time to understand what employees want as this will make for a smoother transition and a better end result.
Establish clear boundaries
Though the majority of today’s workers prefer relaxed workplace attire, research suggests we’re still in favour of maintaining certain standards and guidelines. CoreData’s Workplace Survey revealed over 43% of respondents care about the dress code standards of the people they work with, while over 55% said they felt their customers and clients would make judgements based on their clothing. Interestingly, 59% of respondents said that the outfit of a organisation representative would influence their view of the organisation.
If you’re considering changes to your organisation’s dress code, remember that a relaxed dress code doesn’t have to mean no dress code at all. In order to uphold the organisation’s vision and reputation and maintain a sense of unity and professionalism amongst employees, introduce a set of guidelines for employees to follow. But remember, the goal here is to guide not dictate, so avoid being overly prescriptive. Avoid sexist rules such as compulsory high heels and make-up for female employees, and steer clear of standards that could exclude certain cultures or religions. A diversity and inclusion consultant can provide advice if necessary.
Be open with new employees
Starting a new job is daunting enough without having to fret about what to wear. When it comes to workplace dress standards, new employees will inevitably bring with them their own ideas of what is and isn’t appropriate – and these may not align with your organisation’s guidelines.
In order to help facilitate their integration to the wider team and avoid any confusion or awkwardness, communicate guidelines early on. Include a section on dress guidelines in your newcomers’ introduction pack or consider advising candidates on what to wear to their interview so they’re aware of the organisation’s dress code before they even start. Be open to questions and provide clarification where needed. If possible, explain the reasoning behind your dress code – whether it’s to ensure safety, employee cohesion or to convey a sense of professionalism – as this will likely help your new recruit to better understand the organisation.
While casual dress codes won’t work for every workplace, they can be extremely beneficial for those in which they do. If you’re looking for a cost-free perk to increase engagement or boost wellbeing, it could be as simple as relaxing your workwear standards. Trust that your employees will choose clothing that reflects the organisation’s values and maintains a look of professionalism, while also injecting their own personality. In the end, you’ll benefit from a happier, more cohesive workplace culture that top talent will be drawn to.
Ricky Fritsch is the Managing Director of Indeed for Australia, the #1 global search engine for jobs. He oversees Indeed’s strong momentum in the marketplace and finds ways to accelerate their revenue growth.
Fritsch has been in the recruitment industry for 11 years, the last 8 of them being the Senior Director of Sales in the US. His speciality lies in leading businesses at Indeed, most recently the sizable Enterprise Sales Business on the East Coast (US), and building and growing relationships with F1000 companies. One of Fritsch’s biggest achievements is being named Indeed Head of Sales for ANZ.