15 Oct The Culture Corner: Makeup Mandates? The Interview Tactic That’s Costing You Talent

Here in the Culture Corner, Shaara gives her expert advice on real-life workplace culture issues. Have a story worth sharing? Submit your situation with this form for a chance to get a response in the culture corner.

Issue:

I recently went to a job interview that I felt really confident about. I had prepared thoroughly, researched the company, and felt that my qualifications were a great fit for the role. The interviews seemed to go very well and I was very optimistic. I was disappointed to learn that I didn’t get the job. After asking for feedback about the decision I was told that I didn’t get the job because I wasn’t wearing makeup and didn’t look “professional”. I was shocked and honestly, a bit confused, because I always believed interviews should be about skills and professionalism, not appearance. I don’t normally wear makeup, and I felt it was more important to present my authentic self. I can’t help but wonder, was this a red flag about the company’s culture?

As a minority woman, I’ve experienced discrimination at times in my career, so I can relate deeply to the frustration and disappointment that comes from being judged on appearance rather than ability. While we’ve made strides toward workplace equality, it’s always disheartening to hear stories like this. This is a sad reminder that despite our progress, superficial judgments can still stand in the way of equitable opportunity. It’s maddening to see it still happening in today’s workplace. Let’s break down how we can push for more inclusive, equitable workplace cultures, on every level of the organization.

Key Takeaways for Managers:

• Focus on the work, not appearances: Be sure to hire individuals based on their skills, experiences, and ability to contribute to the team. When appearance becomes a deciding factor, you’re doing both the candidate and your organization a disservice.  

• Cultivate diverse teams: Building a team with varied backgrounds fosters innovation and creativity. Don’t let outdated beauty norms stifle that potential.  Think about whether you’d give the same feedback to a man applying for the job.

• Give clear, relevant feedback: If a candidate is not hitting the mark, provide feedback that helps them grow. Criticizing appearance doesn’t foster growth, and it can create a bad reputation.

Key Takeaways for Organizations:

• Review your dress code: Do your dress code policies reflect equity, or are they steeped in outdated, gendered expectations? Be mindful of consistency across genders. 

• Adapt to evolving norms: Younger generations are challenging appearance-based expectations. Ignoring this evolution can alienate talent and damage your employer brand.

• Address cultural differences: How do you accommodate different expressions of self, including hair, makeup, tattoos, and attire? Enforcing one-size-fits-all policies can create a hostile, exclusive environment.

• Ensure inclusion: Foster an inclusive culture where skills, experience, and potential are prioritized over how someone looks. Your hiring practices should reflect your organization’s commitment to diversity and equity.

• Clarify Your Policy: If you have a dress code, then make sure it’s clear and consistent. Don’t wind up in a situation where these things are left to subjective opinion.

Key Takeaways for Employees:

• You deserve better: If a company is focused on appearance, they’re not the right fit for you. You want to work where your skills and personality are truly appreciated. Everyone deserves to work with people that value their contributions and their entire personhood.

• Superficial cultures is a red flag: If an organization prioritizes looks over capability, it’s a sign that there are likely deeper issues within the culture that don’t foster a healthy, inclusive environment.

• Know your worth: The right company will value what you bring to the table, not how you look while doing it. Stay focused on finding a role that celebrates your abilities.

• Stay authentic: Don’t feel pressured to conform to superficial standards. Your authenticity is your strength. If an organization doesn’t support that, they’re not the right fit for you.

Facing rejection based on appearance is an unfortunate and all-too-common experience for women in the workplace. However, it’s important to remember that your value as a professional is in your skills, experience, and character — not whether you conform to some outdated expectations. Organizations and managers will be better off evolving beyond these outdated biases and focusing on creating environments where all employees feel valued for what they contribute. 

That’s all for now in the Culture Corner, but stay tuned for more advice to riveting real-life inquiries! If you have a story or question of your own, I’d love to hear from you (anonymously or not) — just fill out this short form!