‘Work policies should keep with the times,’ says expert

One organisational effectiveness executive says companies need to relook at their policies to ensure that they are in tune with the younger generation.

Phumudzo Luvhengo made the remarks while speaking to YNews over the changes that companies can make as new workplace nuances trickle in.

The conversation was sparked by a raging debate on an American woman, who refused a job after she was “dress-coded” by a recruiter when she went to an interview wearing shorts.

The 28-year-old was first given the option to go home and change her outfit, with the company even expressing the will to reschedule the interview for the next day.

She declined the offer and was subsequently rejected for the job on the spot.

@mtyreshiadaily I cannot believe the recruiter asked me to change my interview clothes then come back. I look very neat and professional, so no! #jobhunting #fypシ゚viral ♬ original sound – Tyreshia | Life and Fashion

Luvhengo says every organisation has its own way of doing things and candidates need to understand this.

The norms for interviews and work dress code globally, has kind of been the same for some years, where suits, formal dresses etc. are seen as the way to dress as a professional.

The expert explains that companies have dress code policies for many reasons, depending on the industry they are in.

She says dress codes in office environments are often a reflection of company culture.

However, Luvhengo believes that some organisations need to consider changing their dress codes to boost staff morale and nurture a high-performance culture.

 

Luvhengo says job candidates need to also take initiative to find out the dress code of the companies that invite them for interviews.

She, however, cautions that even though companies could be a bit accommodating on the dress code for interviews, candidates should show a certain level of respect for the process and never forget that ‘first impressions last’.

Luvhengo says communication is key for the success of any diverse workplace that has people of different ages, experience levels, religions and economic backgrounds

 

She says companies have their work cut out for them in bridging the gap between the older and the younger generations.

Luvhengo says despite the uphill battle they are in – organisations need to find a way to embrace the generational gaps and ensure that employees are on common ground.

Luvhengo attributes the hesitance of companies to mordernise workspaces to the fear of losing control.

She believes that looking beyond how people look will enhance the work experience, which could result in better performance and give a company competitive edge.