nathraoThere are many more important matt÷rs in selecting dress code than thinking of allowing skirts for males.
I really wonder whether males can reach office in skirts or you expect them to changeover in office.
The joke or quip doesnt merit consideration.
Just imagine possible reaction of potential customers to deal with skirt clad males.
From India, Pune
nelsonthomas9102An expected reaction, and quite normal, no issues here.
But the question was posed with a deeper meaning stressing on the hype companies make regarding their support to gender equality and LGBTQ support.
It was observed that other than pledging support on anti-discriminatory policies, there had been no operational changes in the existing company policies to accommodate or address gender sensitive issues.
So, I will put across the actual question put across by my colleague,
"How do we modify our existing company policies ensuring they address LGBTQ members, without any error of alienation".
The dress code query had been mentioned to get the attention of all.
It would still be great to get inputs in this regard.
From India, Bengaluru
PRABHAT RANJAN MOHANTYChoice is yours......................take the opinion across the employees to choose between. There is no issue if your employees decides to dress in any manner as they feel
From India, Mumbai
nelsonthomas9102Yes, I have to admit this was really tricky as the dress code policy has been one of the gender sensitive policies for companies. In the discussion it had been pointed out to us that for transgenders, there were situations where a gender was bioligically assigned at birth, but due to hormonal balance factors and self perception, the member grows up under the assumption of another gender. An example is a transgender being born as a male bioligically but growing up as a female. So, within transgenders as well we have male and female genders and what would be recorded in the company records would be the gender they assign themselves to.
So, the dress code policy discussion came up in this regard it seemed to be simplest of the many gender sensitive policies that we could address as a start. Unfortunately we were wrong.
The situation is not negative in any way. It was more of an eye opener. It brought to us the need for a wider perspective when we design employee policies for the future on the basis of diversity.
It is easy for organisations to state that they blindly support gender equality or LGBTQ co-existence in their premises, but whether these companies have been able to enable their organisational policies well enough to accommodate these preferences without bias, stands as a big question today.
From India, Bengaluru
Community Support on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.