Career Advice

Now that the negative consequences of sexual behavior and sexy dressing at work have been demonstrated, if you are an individual, take a look at how you dress for success in your work place. Tops that cling and show cleavage belong on the beach or in a dance club. If you are uncomfortable sitting where your legs are in view, chances are, your skirt is too short for work. Tank tops belong on the beach or in the exercise room.

Additional ways of dressing, while not sexually provocative, are still ill-advised if you want career success. Capri pants, according to Cynthia Nellis, the Fashion Guide at About, look good on no one. Flip flops or casual sandals don’t work in the office either. In addition to being a safety hazard, (dropped items, stubbed toes) who wants to look at a bunch of bare feet in a professional work setting?

Sloppy, dirty, unpressed, and torn clothing present an image that will never earn a promotion for you. Even if “everyone else” is wearing trendy, tight tops and T-shirts, dress for the job you want to have next. Decision makers will appreciate your efforts to dress professionally. See my recommended business casual dress code for more information.

Examine your actions at work. Do you send inappropriate emails, view inappropriate material online, call people "hot" or "sexy", display your physical self inappropriately, or touch other employees? Your actions could submarine your career. The people who make decisions about promotions, customer contact, and pay raises are watching your behavior.

Appearances matter. If you see your own actions in any of this material, do they matter enough to you to make the changes necessary for career success? After all, the statements measured in the Tulane study were taken directly from behavior that individuals had witnessed at work.

Recommended Actions to Address Sexual Behavior and Sexy Dress at Work: Employer or Manager

The cited research gives you factual information you can use to improve the professional behavior and dress code in your office. While people from different cultures and in different parts of the country have different ways of dressing for work, sexy is generally out. Sexually provocative behavior can also bring charges of sexual harassment or hostile work environment, so it behooves you, as an employer, to address professional dress and actions.

I recommend you take these actions.

• Make sure you have appropriate policies in place. A sexual harassment policy is required. A formal complaint process is essential. A non-fraternization policy is important as well as a nepotism policy. A code of employee conduct that defines professionalism provides additional support.


• Develop a dress code that is well-supported by your managers and supervisors. They will have to enforce the policy when their reporting staff members dress sexily or unprofessionally for work.
• Hold training sessions on the policies recommended in the first two points, especially on what constitutes sexual harassment. Marianne Newton, an HR Generalist at a Dexter, MI-based firm, ReCellular, Inc, suggested holding an employee fashion show so employees could see what clothing is appropriate for business casual or professional dress.


• You may need to speak directly to employees that engage in sexual behavior. Managers who have good relationships with their employees, assisted by Human Resources staff, when needed, can point out to people the error of their ways. Sexual behavior must be corrected to maintain a work place culture that is comfortable and not harassing for all. Recently, a California court found that the preferential treatment of an employee with whom the boss was having an affair had constituted sexual harassment for several other employees. This is just another example of why, as an employer, you need to address inappropriate behavior.


• Be prepared that you may need to talk with people individually who consistently break the dress code. Some companies send inappropriately dressed employees home. Others use progressive disciplinary action when needed to enforce the policy.

I’d like to think that a well-written, broadly developed dress code, along with training in what constitutes sexual harassment or a hostile work environment, will send your employees a clear message about what is appropriate at work.

The Tulane study reinforces the need for and the professionalism required of your policies, particularly for women seeking career success. Sexual behavior and sexy clothing at work are not only an employer’s potential harassment nightmare. Sexual behavior and sexy clothing at work would appear to submarine promising careers, too.