Should bosses who order staff to ‘look sexy’ be brought to heel on dress code
Following the row over Nicola Thorp's 'flats', two writers give their views on whether bosses should be targeted for demanding female staff 'look sexy' in the office
THE Government is being urged to enforce laws on dress codes that discriminate against women in the workplace following an MPs’ inquiry.
The review, which came after Nicola Thorp was sent home by a temp agency from City firm PwC in 2015 for not wearing high heels, found many bosses still order women to look “sexy”. Here, two writers give their view.
YES... SAYS DULCIE PEARCE EDITOR OF FABULOUS DAILY
LET’S get something straight before I dig my heels in — this is not an attack on stilettos.
As I write this, I’m wearing a pair of five-inchers and will happily defend the joys of heels.
The difference is that I choose to wear these shoes. And that’s what the outcry on the horrifyingly sexist dress code put into place by Portico, the firm who hire staff for PricewaterhouseCoopers (PwC), was about — choice.
To think that women who have grafted their entire working lives can officially be told they must put on a pair of painful shoes or have a certain hair colour is depressingly backward.
Like something from TV show Mad Men, these dress codes give the impression that women are thought of as just the dolly birds on the front desk, while the men roll up their shirt sleeves and do the real work.
Demanding that a female employee wear heels is like saying, ‘I want you to look sexy’, rather than, ‘I want you to look smart’.
Flat shoes can be just as appropriate for wearing in the office, but clearly they are not appealing enough for some of the male executives.
Like something from TV show Mad Men, these dress codes give the impression that women are thought of as just the dolly birds on the front desk, while the men roll up their shirt sleeves and do the real work.
The argument that men have to wear a suit to work is a trite one.
Of course you have to dress suitably for a job, and both men and women must look smart in certain roles.
But unless you’re actually being hired for a job based solely on your looks, such as modelling, your appearance should never be scrutinised to this extent.
The battle for women to be taken seriously in the workplace is a painfully slow and exhausting one anyway.
And this is one giant step — high-heeled or not — in the wrong direction.
There is no country on earth where women are consistently paid as much as men for doing the same work.
And it will take 170 years to close the global pay gap between the sexes.
How can we ever be seen as equals at work when our looks are still so high on the agenda?
London receptionist Nicola Thorp may have turned out to be an absolute asset to accountants PwC but they will never know — all because of the size of her heels.
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NO... SAYS SAMANTHA BRICK BUSINESS WOMAN
I HAVE been a business owner running a television company that turned over almost a million Pounds a year.
Back then I only hired attractive women — and I insisted my team looked glamorous, too.
Harsh? Not at all.
The majority of work is about selling products, be it TV shows, the latest fizzy drink or double-glazed windows.
Boffins have already established that customers go with their gut instinct within the first seven seconds when deciding whether they want to spend their money with you.
When hiring staff to sell products, run the office or greet visitors, we would be bonkers not to hire men and women who represent the company favourably.
Whingers, feminists and keyboard warriors bleating on about their rights to wear comfy shoes? Do me a favour.
It is the “me, me, me” snowflake generation that are again pushing us back to the dark ages.
Newsflash! Even in 2017 there are comfortable, elegant, high-heeled shoes to be had on the high street.
It is the “me, me, me” snowflake generation that are again pushing us back to the dark ages.
Everyone needs to put their best foot forward at work and yes, let’s get real, that means women wearing make-up, too.
What is wrong with covering up the eye bags and lengthening those lashes?
I don’t want Debbie on reception apologetically greeting guests with her period-related, spotty breakout. I want her to dazzle visitors from the get-go.
Chances are that if she has got her full slap on, she will feel better about herself, too.
By all means travel into work in trainers or whatever takes your fancy on the Tube.
But in the office or in meetings it is another matter entirely.
We have no quibble insisting that our kids wear uniform at school — it is a great leveller.
In the same way there are professions where a specific dress code helps, not hinders, staff. Examples include waiters, waitresses and airline cabin crew.
The day I am greeted at the cabin door by a woman in jogging pants, a scrunchie in her hair, no make-up and a pair of biker boots is the day I choose another airline.
HOW THE LAW APPLIES NOW
WHAT is the current law when it comes to dress codes at work?Employment lawyer Adam Grant, from Wedlake Bell LLP, explains.
Employers regularly implement dress codes on general staff appearance to dictate how their brand is promoted and to comply with health and safety rules.
The law acknowledges that these codes can be legitimate so long as they are reasonable and apply equivalent standards to male and female colleagues. Typical requirements include wearing clean and ironed clothes and having a neat hairstyle.
However, codes can expose employers to discrimination claims, particularly on grounds of sex, religion, disability and gender reassignment.
Employers are likely to run into trouble where a requirement is viewed as unnecessary and sexualising or stereotypical.
Requiring a woman to wear a low-cut top or apply lots of make-up would most likely be seen as sex discrimination.
It would be almost impossible to justify, especially as an employer is unlikely to apply a similar standard to men.
A successful claim from an employee entitles them to receive compensation of between £660 and £33,000. If the employee leaves the job as a result, they may receive compensation for lost earnings.
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