Utilitarian and deontological ethics in workplace dress codes

Utilitarian and Deontological Considerations

Today, many places of work require their employees to adhere to a prescribed dress code. In basic terms, a dress code is essentially a guide on what employees should or should not wear to work. In this text, I concern myself with utilitarian and deontological considerations in relation to dress code regulations in the workplace.

Workplace Dress Code Regulations: Utilitarian and Deontological Considerations

In an attempt to design an appropriate image for their companies, employers routinely demand that employees adhere to a prescribed dress code. For instance, Company A could demand that all its male employees be dressed in a business suit and a tie. On the other hand, Company B. may take a less relaxed approach to dressing and allow its employees to report for work dressed in what is often referred to as 'business casual' wear. Although setting a dress code could help a company project its image appropriately, not everybody views dress codes positively. For instance, there are employees who claim that some dress codes are rather restrictive and discriminative. Given these varying views and opinions, there exists a need to discuss this very issue in a utilitarian and deontological context.

In basic terms, utilitarianism largely favors actions that benefit the greatest number of people. In this particular case, the decision maker is forced to think in terms of the general welfare (Carroll and Buchholtz, 2008). One of the most influential contributors to this theory was John Stuart Mill. As Bredeson (2011) points out, "to mill, a correct decision was one that tended to maximize overall happiness and minimize overall pain." Thus in regard to our main issue of concern, dress codes can only be regarded ethically correct if they maximize or further advance overall happiness while minimizing overall pain, suffering, or discomfort. In my opinion, dress codes do not maximize overall happiness. In addition to being uncomfortable, some dress codes may be offensive to the religious and/or personal sentiments of some employees. For instance, Company A could deem it fit to require female employees to report for work clad in very short skirts. As much as it would be offensive, such a move could hurt the religious as well as personal sentiments of some of the affected employees. Setting a workplace dress code could also be seen as an affront on personal liberty and freedom of choice. Thus in the final analysis, workplace dress codes do not maximize the overall happiness.