The Strictest Corporate Dress Code: A Personal Experience

When I was fresh out of college in the 1980s, the expectation was to wear suits and ties to work. However, by the early 90s, the business casual norm had taken over, and I found that I hadn't worn a suit more than a few days per year since then.

One of the more peculiar experiences in my career was when I worked for the US branch of a Japanese company in the later 1980s. At this company, the dress code strictly mandated suits and ties, and was the only place I’ve ever worked that did not allow casual dress. Yet, two specific brands of shoes—Allen Edmonds and Hush Puppies—were expressly forbidden. The Allen Edmonds ban could be understood, given the trade dispute that made them averse to the brand in Japan. However, the refusal to wear Hush Puppies baffled me, as they seemed like a perfectly acceptable choice. The HR representative eventually confirmed that they were acceptable, but I never admitted that they were, in fact, Hush Puppies.

Another experience that stands out involved my time at a well-known aircraft manufacturer, based in Washington state. Starting with a 'B,' the environment was vastly different. My first boss, a former Army Colonel, was great, understanding the demands of being a military spouse. Sadly, he was promoted and moved after two years, replacing him with a new boss who was not a military person and showed little understanding of the unique challenges of a military spouse. This new boss had a particular issue with my dress style. We were in a makeshift WWII warehouse, and I was the lowest-paid employee on the contract at $11 per hour. The dress code wasn't strictly defined, but my boss was quite vocal about my attire, suggesting I dress more formally. I was frequently told that I looked nicer in dresses and skirts.

The situation was exacerbated by my role as a single parent, as I was the sole caregiver for my children when my husband was away. My boss’s comments about my dress and continual lack of yearly pay increases due to my children's medical appointments only added to the stress. During one particularly frustrating encounter, he declared he wouldn't put me in for a pay raise because I took time off to accompany my children to doctors. My response pointed out that as minors, they couldn't go without me, and that his desire for me to dress better was unlikely to be satisfied if I wasn't getting the increase I deserved.

Eventually, after my husband returned from his naval service, I submitted my notice, unable to stand the situation any longer. This experience vividly underscores the importance of a work environment that respects the personal and professional challenges of its employees.

Equally critical is the role of HR in creating an inclusive and supportive work culture. Understanding and accommodating the unique needs of employees, particularly those with family responsibilities or in challenging positions, is crucial for a company’s success. By fostering a positive and respectful workplace, companies can significantly enhance employee satisfaction and retention.