Dress Code Policy Research Articles

‘Within the limits of decency and modesty’: the construction of cis-heteronormativity in New Brunswick school dress code policies

ABSTRACT This study considers the ways school dress code policies in the Atlantic Canadian province of New Brunswick subtly perpetuate heteronormative and cisgendered assumptions regarding acceptable youth cultures. Although past media attention in the province has drawn attention to their indiscriminate enforcement, little is known on how these policies implicate queer and trans youth. Using critical discourse analysis, I collect and analyse data from 113 dress code policies across the region and examine how the language constructs norms about gender and sexuality. My findings reveal many policies using language which largely excludes the stylistic expression of queer and trans students: The texts nullify overall student sexuality and attempt to stabilise gender in ways that make sense to oppressive systems. I argue that my findings have broader appeal to other educational jurisdictions and can be applied to a wider set of discourses and practices around school dress code policies.

Soundness of Female Teacher’s Dress Code Policy in Sri Lanka

Clothing plays a crucial role in any society as an indicator to reflects the personality, culture, subcultures, religions, occupations, and moral values of individuals. The debate between formal and informal dress code in labor market is being a serious deliberation to many scholars. Especially, teachers are subjected to such discussions, because a teacher is considered to be a role model to students. In addition, the dress of teachers may have different implications than other professions. Since, the dress code replicates the set of principles in an organization comprising with the professionalism, such policies should be more important and proactive. Recently, different parties in Sri Lanka confronted with controversial ideas regarding female teacher’s dress code. However, the existing policies were not reformed and not considerably measured the relationship between job performance and employee attire by relevant authorities in Sri Lanka. Thus, to examine the soundness of prevailing dress code policy, the study is surveyed the positive and negative impacts of job performance that female teachers encounter due to dress code policy in Sri Lanka. Further, the study identified certain best practices that could imply to modernize the existing traditional dress code policies. The study was carried out as a qualitative study using in-depth interviews with individuals and group discussions. Fifteen participants were selected as the sample based on judgmental sampling method while thematic analysis was used to analyze the collected data. Based on the results of interviews, three themes were discussed as the outcomes of the study including effect of attire on professionalism, school culture and professional attire, and the challenges of wearing professional attire. The study emphasized the importance of adjusting existing dress code policy for female teachers in Sri Lanka by adhering the challenges on job performance by the attire.

Non-binary gender identity expression in the workplace and the role of supportive HRM practices, co-worker allyship, and job autonomy

In this paper, we shed light on how non-binary people express their gender identity in the workplace by drawing on self-discrepancy and self-verification theories. We argue that non-binary workers may experience a discrepancy between their actual and ideal expression of their gender identity at work and be motivated to prevent this due to a desire for others to see them as they see themselves. A mixed quantitative/qualitative survey of 160 non-binary workers in the UK and USA reveals that there are various ways non-binary workers express their gender identity at work via physical appearance and clothing, gestures and language, posture and movement, and other communication signals. However, most non-binary workers may perceive a moderate level of discrepancy between their current and ideal-future expression of their gender identity at work. We find that such discrepancies are less likely to occur when organizations promote supportive gender identity related HRM practices (such as flexible dress code and pronoun policies), co-worker allyship, and job autonomy. Overall, we contribute to knowledge about how non-binary people view their gender identity expression at work and what HR practitioners, managers, and co-workers can do to support them.

Can the medical educator speak? The next frontier of globalisation research in medical education.

Can the medical educator speak? The next frontier of globalisation research in medical education.

CULTURAL ANALYSIS OF THE EVOLUTION OF BUSINESS CORPORATE FASHION

Based on modern concepts of fashion theory, the analysis of evolutionary changes in the corporate business dress code of the period 1906-2020 from the standpoint of the influence of political and foreign economic factors is carried out. Ambivalent reactions from the participants of the dress code to the change of corporate style at each stage of evolution are revealed. It is established that the tightening of the corporate dress code is characteristic of the stages of macroeconomic recovery and is due to the increased intensity of competition, which confirms the consideration of examples of the evolution of the dress code of blue-chip companies. The rethinking of the dress code policy, up to the rejection of formalised requirements, is cyclical and occurs during periods when the appearance of employees ceases to be an effective method of increasing competitiveness, including due to the growth of "unspoken" violations – manifestations of ambivalence on the part of employees.

Indecent Dressing Among Female Undergraduates on Sexual Conduct and Study Engagement of Their Male Counterparts in Universities in the Southeast Nigeria

Although academic performance and indecent dressing had been hotlist in literature globally, the academic standard of students in Nigerian universities continues to be a downturn with those of the males being worse hit. Literature revealed a paucity of research on whether indecent dressing pattern of female undergraduates is contributory to this academic failure of their male counterparts. The thrust of this study, therefore, is to explore the impact indecent dressing of female undergraduates has on the sexual conduct and study engagement of their male counterparts. The study was carried out in the Southeastern region of Nigeria. The population of the study comprised all second and third year full-time single male undergraduates. A sample size of 1500 was selected for the study, drawn through a multi-stage sampling procedure. The instrument for data collection was researchers-structured 17-item questionnaire tagged “Male Undergraduates Study Engagement Questionnaire (MUSEQ).” The validity of the instrument was established through extensive use of relevant literature and also peer-reviewed by experts in Research Methods, Psychology and Counseling all from the Faculty of Education, Nnamdi Azikiwe University, Awka. Cronbach-Alpha reliability coefficient was used to determine the reliability of the instrument after data had been collected from a sample of 65 undergraduates from another university that was not part of the study. The pre-test of the instrument produced an alpha reliability coefficient of 0.82. Three research questions guided the study and were answered using percentages and mean values. Results indicated that indecent dressing of female undergraduates in southeastern, Nigeria, sexually compromises the study-related state of mind and negatively impacts the study engagement of male undergraduates. Based on these results, it was recommended among others that the university administrators should wake up and be intentional about enforcing the dress code policy which sets the rules about how students should dress and where one does not exist, a Dress Police Team made up of responsible members of staff of the universities should be established and empowered to discipline offenders.

Dress Code is not a Mere Body Covering: A Study of Individual Employees in Different Professions of the Sri Lankan public Sector

As same as an inappropriate person and inappropriate dress code would not fit for a job. The importance of a logical relationship between a job and the dress code has been identified as fundamental in a dress code policy within a profession. Whether the dress affected the individual employees in different professions of the Sri Lankan public sector and the consequences caused are examined through this study. A qualitative approach was used as the research approach, and an exploratory survey was conducted with the purpose of investigating the consequences of dress codes on employees. The cross-sectional research study was conducted in a natural setting to examine the findings more realistic. Six participants, including three male and three female participants, were selected as the sample of the study by using purposive sampling techniques. Two doctors, two lawyers, one teacher and one agriculture officer representing the different professions of the public sector were purposely selected. The findings of the study revealed that all the professionals more comparatively different tasks were also affected by having or not having a prescribed dress code within their professions. This emphasized the consequences of the presence and the absence of a prescribed dress code within their professions. Hence this study helped determine the pre and post-consequences of a dress code policy to a profession, and the findings would help to identify and avoid the bad repercussions which can be aroused in the professional environment.

The contribution of undergraduate medical education dress codes to systemic discrimination: A critical policy analysis.

Critical review of institutional policies is necessary to identify and eliminate structural discrimination in medical schools. Dress code policies are well known to facilitate discrimination in other settings. In this critical policy analysis, the authors used qualitative inquiry guided by feminist critical policy analysis (FCPA) and critical race feminism (CRF) frameworks to understand how Canadian undergraduate medical school dress code policies may contribute to discrimination and a hostile culture for marginalised groups. Dress code policies were obtained from 14 of 17 Canadian medical schools in September 2021. Deductive content analysis of dress codes was performed independently and in parallel by all four members of a racially diverse study team using Edwards and Marshalls' established framework for applying FCPA and CRF to dress code policy statements. Inductive content analysis was used to classify statements that fell outside this framework. Using a historical and contemporary legal understanding of how dress code policies have been used to discriminate against marginalised groups, the authors analysed how recommendations or restrictions may contribute to discrimination of marginalised medical students. Fourteen dress code policies were analysed. Overall, there were five feminine-coded restrictions for every one masculine-coded restriction (n = 77/213 and n = 16/213, respectively). Some policies prohibited feminine-coded items (e.g. perfumes and bracelets) while specifically allowing masculine-coded items (e.g. cologne and watches). A discourse of 'professionalism' based on patient preferences prioritised Eurocentric patriarchal norms for appearance, potentially penalising racially and culturally diverse students. Most policies did not include a policy for appeals or accommodations. Canadian undergraduate medical school dress code policies overregulate women and gender, racially and culturally diverse students by explicitly and implicitly enforcing white patriarchal social norms. Administrators should apply best practices to these policies to avoid discrimination and a hostile culture to marginalised groups.

Homeless youth shelters and services for transgender and gender non-conforming (TGNC) clients: Results from a nationwide survey

This study explored results from a nationwide survey conducted with homeless youth shelter directors. The research sought to further the understanding of how policy and societal changes about gender affirming access to services have affected service delivery and accommodations at homeless youth shelters for transgender and gender non-conforming (TGNC) youth. Results from (n = 117) youth shelters indicate the majority of those surveyed are current in implementing many of the Housing and Urban Development (HUD) gender affirming policies. Among others, recommendations include a need for shelters to incorporate TGNC safety accommodations, and to update dress code policies from a universal design perspective.

DON’T TOUCH MY HAIR

AbstractThere is much research on race and schooling focused on punitive discipline, but little attention is paid to how teachers and administrators use minor policies to coerce students to “willingly” adopt hegemonic ideologies, particularly the ones that correspond to Whiteness. In this work, Whiteness is conceptualized as a social concept in which forms of knowledge, skills, and behavioral traits are cultivated for the sake of maintaining White supremacy as the dominant ideology in the social organization of structures and people. My work explores how teachers and administrators use school dress code policies, specifically the policies regarding hairstyles, to indoctrinate Black students into Whiteness. I argue that schools are sites intended to racialize Black students into White society. I argue that dress codes that regulate hairstyles are a form of White hegemony. I ground my work in Antonio Gramsci and John Gaventa’s theoretical views of hegemony to conceptualize how administrators and teachers invoke forms of domination and coercion to force Black students to transform their appearance for the sake of upholding White ideals of professionalism. I offer a critical race conceptual model that articulates how power is enacted upon Black students to further a White aesthetic. The conceptual model highlights how teachers and administrators assign racialized social meanings to different hairstyles and unconsciously or consciously reinforce the idea that Black hairstyles hinder Black students’ performance in the classroom and reduce their future employment opportunities. Contemporary examples of Black students’ experiences in school are cases that validate this model. I argue that dress code policies about hair that incur minor infractions are destructive to Black students’ sense of identity and reinforce Whiteness as the normative frame of civil society.

Application of bayesian networks in the evaluation of projects of corporate uniform

The article reveals the problem of making a decision on the design of a corporate uniform in the context of the contradictory requirements for uniformity of clothing for employees and the needs of participants in the dress code for self-expression. The combination of the above factors creates specificity in the assessment of uniform projects, since it becomes necessary to predict the stability of the dress code policy, the acceptance of its requirements by all interested parties. To solve this problem, a method is proposed for assessing the design decisions of a uniform from the standpoint of a balanced reflection in its design of the values of corporate culture and the possibilities of personal self-identification of participants in the dress code. The article considers an example of the development and testing of a semantic map, reflecting the probabilistic relationship of design parameters, in the assessment and refinement of models-proposals of a corporate uniform. The evaluation criteria presented in the semantic map format allow reflecting both the marketing role of the uniform in the promotion of the company′s services and the actual needs of the dress code participants identified during the expert discussions.

Parent Preferences for Neonatal Intensive Care Unit Physician Attire: A Cross-Sectional Study.

Physician attire may influence the parent-provider relationship. Previous studies in adult and outpatient pediatrics showed that formal attire with a white coat was preferred. We aimed to describe parent preferences for physician attire in the neonatal intensive care unit (NICU). We surveyed 101 parents in a level IV NICU. The survey included photographs of a physician in seven different attires. Attire was scored in five domains and parents selected the most preferred attire in different contexts. All attires were compared with formal attire with white coat. Descriptive statistics, Fisher's exact tests, and one-way analysis of variance were used to compare parent responses. Scrubs without white coat (40.8 [7.0]) and formal attire without white coat (39.7 [8.0]) had the highest mean (standard deviation) composite preference scores. However, no significant differences between formal attire with white coat (37.1 [9.0]) versus any other attire were observed. When asked to choose a single most preferred attire, scrubs with a coat (32%) and formal with a coat (32%) were chosen most often, but preferences varied by clinical context and parent age. For example, parents preferred surgical scrubs for physicians performing procedures. Parents indicated that physician attire is important to them but does not influence their satisfaction with care. Although parents generally favored formal attire and scrubs, the variations based on the context of care and lack of significant preference of one attire suggests that a single dress code policy for physicians in a NICU is unlikely to improve the patient-provider relationship. · Adult patients prefer doctors to wear formal attire.. · Physician attire preferences influenced by age, setting, and context of care.. · Little is known about physician attire preferences of the parents of neonates.. · Unlike adult patients, NICU parents did not prefer formal attire with a white coat..

And Who Will Revere the Black Girl

While the mainstream media continues to narrowly define justice and reduce the site of its presence or absence to murder scenes and court cases, justice is often foreclosed long before someone is murdered and we must #SayHerName. To expand the project of Black mattering beyond race and physical death, this essay animates how body policing through school dress code policy sanctions racial-sexual violence and provide girls with an ultimatum: either abandon body sovereignty and self-expression, or accept the consequences of being read as a distraction, a problem. (Re)membering classic Black feminist theory and the 2013 case of Vanessa Van Dyke, this essay locates these underrecognized facets of state violence as an extension of the #SayHerName project. Through a Black girlhood studies framework, the author underscores embodiment as an essential measure of justice and reframes mattering through the importance of Black girls’ crowns.

“A Powerful Visual Statement”: Race, Class, and Gender in Uniform and Dress Code Policies in New Orleans Public Charter Schools

The current study critically analyzes the dress code and uniform policies of 89 New Orleans public charter schools using content analysis. Dress code and uniform policies across the United States are deeply rooted in racism, sexism, and classism and, through their implementation, further contribute to these same oppressions. In this study, the dress code and uniform policies, including the justifications for policy, specific policy rules, and possible consequences for noncompliance, are the primary units of analysis. Drawing on intersectionality and the concept of misogynoir, this study attempts to dissect what school policies communicate about race, class, and gender. The racist, classist, and sexist language deployed within the policies is exposed while specifically centering the disproportionate regulation of young black female bodies in dress code policies. School social workers are uniquely positioned to advocate for more equitable dress code and uniform policies. This study contributes to the larger body of literature for its inclusion of data from an entire city as well as its intersectional approach.

Challenging Whiteness at Claremont High School

Ebony Wright was slated to graduate from Claremont High School in the spring. She was on the honor roll, captain of the girls’ varsity softball and swim teams, and recently awarded an academic scholarship to attend a highly ranked university in the fall. Ebony was a “model” student. How she found herself sitting in the principal’s office several weeks before graduation was a shock to everyone. This case study challenges the function of whiteness in school policies. Aspiring school and teacher leaders are provided with the opportunity to consider the impact of a seemingly race-neutral school dress code policy.

Dress Code Policy Adherence and Self-Discipline of University Students

Dress Code Policy Adherence and Self-Discipline of University Students

Hair Discrimination is Racist

Black girls are at greater risk than other girls for receiving citations due to dress code violations and talking back to teachers, as well as for much less severe behaviors, such as gum chewing, defiance, and failure to comply with prior discipline. Further, these disciplinary measures have a greater likelihood of excluding Black girls from the classroom and schools. When taking a closer look at a recent trend around the dress code policy infractions, it is clear that some policies are discriminatory, if not racist.

Barriers of students’ adherence to dress code policy in clinical settings: dental students’ viewpoint

Medical universities have called for a professional dress code to preserve the dignity of the medical profession, creating a sense of respect, tranquility, and trust in healthcare recipients and improve patient safety. This study aims to explain the reasons behind poor adherence to the professional dress code by students of the dentistry school.A qualitative study was conducted to explain the viewpoints of dentistry students of Tehran University of Medical Sciences (TUMS). Twenty-three in-depth interviews with dentistry students of different genders, study years, living in different accommodations, and having different tuition payment status were conducted. Conventional content analysis was used to analyze the data. One hundred and twenty initial codes were extracted. They were categorized into common causes of non-adherence to the TUMS Dress Code and specific causes of not following a specific section of the dress code (hygiene, jewelry, and makeup sections). The codes of common causes were categorized into 4 main categories including defects in education, management shortcomings, changes in societal culture, and personal factors. All components of the educational system must be aligned with each other to overcome the barriers against the students’ adherence to professional dress and put forward appropriate interventions at the policymaking, regulatory and educational levels.

Muslim Female Healthcare Personnel Dress Code: A Proposed Guideline

Introduction: The struggle of Muslim women to comply with Islamic teaching while working in the healthcare sector has been a long-standing issue. Following the case of a Muslim nurse who was allegedly fired for non-adherence to the short-sleeve uniform rule, the Malaysian Muslim Consumers Association highlighted the need for a uniform guideline to prevent similar instances. Yet, no guideline has been issued to date. Materials and Methods: This conceptual study employed library research method to gather relevant materials. Library research was able to retrieve guidelines from seven Muslim-minority countries but none from Muslim-majority countries. Document analysis of the materials gathered was undertaken. The different guidelines were compared, with special reference to awrah-related issues. Results: Several major issues that healthcare personnel dress code considers are the safety, health, cleanliness, and comfort for both patients and healthcare personnel. Islamic dressing requirement is not only in line with clinical practice but Islam also highly promotes maintenance of safety, health, cleanliness, and comfort. The widely adopted ‘bare below the elbows (BBE) policy is the only practice that may contradict Islamic rules. However, some healthcare institutions in Muslim-minority countries allow modifications of uniform rules on religious grounds; some of the modifications are not observed in Muslim-majority countries. When providing direct patient care that requires BBE, the use of disposable over-sleeves is a good alternative to adhere to both clinical and Islamic standards. Conclusion: Healthcare personnel dress code policy that is concordant to both clinical and Islamic standards is possible although it may require greater resources.

Netizens’ Perceptions Regarding Muslim-Unfriendly Dress Code for Clinical Personnel in Malaysia

The employee’s right to freedom of religious expression at work and the institution’s right to implement a uniform dress code policy have created many conflicts, including in the context of healthcare. Healthcare institutions implement strict hygiene and infection control policy which may include the banning of long sleeves and headscarves. This practice may be problematic for female Muslim personnel who prefer to cover their forearms, hair and necks. In the Malaysian healthcare sector, two events involving the alleged headscarf ban (in 2013) and long sleeves ban (in 2015) made national headlines that attracted many netizens to comment on the issue. This qualitative study thematically analyses the netizens’ perceptions of the issue shared on various online platforms. Netizens expressed numerous opinions regarding the alleged bans, the clinical dress code policy, the Islamic dress code, the status of religion and Islam in Malaysia and the healthcare sector, the status of Malays and non-Malays in Malaysia, and the pro- and anti-Islamic trends. The findings demonstrate various conflicting opinions regarding the above issues in Malaysia which highlight the need for guidelines or frameworks for the harmonisation between employees’ personal convictions and the institutions’ interests.