2026-2027 Bow Valley Workplace Inclusion Charter
Commitment #10:
Inclusive Dress Code and Uniform Review
Review dress codes, uniform requirements, grooming standards, and appearance policies to ensure employees can choose options that align with their gender identity, cultural or religious expression, disability needs, comfort, and role requirements
See below on this page for details about how to complete this commitment.
⚠️ Instructions To Complete This Commitment:
Commitment:
Review dress codes, uniform requirements, grooming standards, and appearance policies to ensure employees can choose options that align with their gender identity, cultural or religious expression, disability needs, comfort, and role requirements.
Please complete all of the below requirements.
1. Review existing requirements
Examine written and unwritten expectations related to uniforms, clothing, footwear, grooming, hair, makeup, jewelry, facial hair, and general appearance.
2. Identify unnecessary gender-based requirements
Look for rules that prescribe different options based on gender where this is not necessary for safety or the employee’s role.
3. Consider different employee needs
Review whether employees have reasonable flexibility related to gender identity or expression, cultural or religious expression, disability or accessibility needs, body type, comfort, and other individual needs.
4. Confirm legitimate requirements
Identify requirements that are genuinely necessary for health and safety, hygiene, identification, personal protective equipment, operational needs, or professional standards.
5. Take at least one action
Examples include making uniform options available to all employees, removing gendered grooming requirements, updating policy language, improving sizing or fit options, or establishing a clear process for requesting modifications or accommodations. 6. Communicate the approach. Ensure managers and employees understand the available options and how individual needs or accommodation requests can be raised.
Submit Evidence When You have Completed This Commitment
Examples may include:
An updated dress code, uniform, grooming or appearance policy; a copy of revised employee handbook language
Documentation showing uniform options are available regardless of gender
Updated onboarding or manager guidance
Meeting notes documenting the review and resulting changes
A staff communication explaining updated expectations
A short action plan identifying changes being implemented.
Employers only need to provide evidence appropriate to the action they completed.
Once you have completed each of the above requirements, upload your evidence using our online form as soon as possible. This allows time for review and feedback.
Evidence may be in the form of a document, email, newsletter, meeting minutes, social media post, etc.
Deadline to submit all evidence for the 2026-2027 WIC: 3PM, Tuesday, November 30th, 2027.
⏰ Key Dates:
Important dates to remember:
By November 30th, 2027: Deadline to submit evidence
✅ Why This Commitment Is Important:
The problem we’re trying to solve:
Dress codes and appearance standards can unintentionally reinforce gender stereotypes or create barriers when employees are required to dress or present themselves according to gendered expectations.
A more flexible approach allows employees to meet legitimate workplace standards while expressing their identity and addressing cultural, religious, disability, accessibility and comfort needs.
Benefits:
Creates clearer and more consistent expectations
Reduces unnecessary gender-based distinctions
Gives managers better guidance when responding to individual requests
Can simplify uniform administration and onboarding
Supports recruitment, retention and employee comfort
Reduces the risk of inconsistent or discriminatory application of appearance standards
Allows employers to maintain legitimate safety and operational requirements.
📝 Resources:
Details to come
📧 Contact:
Supporting Agency
James Demers (he/him)
Network Coordinator, Bow Valley Pride Network
Email: james@banffpride.ca