When Dress Codes Exclude: How Size-Inclusive Clothing Policies Create Safer, More Productive Workplaces

Jun 12

When was the last time your organization ordered uniforms or updated your dress code? And here's the follow-up – did anyone consider whether those requirements would work for employees across all body sizes?

If you're feeling a little uncomfortable right now, that's okay. Most HR professionals and decision-makers haven't been taught to think about size inclusion when crafting workplace policies. But here's the thing – your dress code shouldn't assume everyone shops in straight sizes (non plus sizes or under a size 16US/1X approx), and the consequences of size-exclusive policies go far beyond just clothing.

The Hidden Reality of Size Exclusion at Work

Fat people have dramatically less access to professional clothing than their straight-size colleagues. While someone wearing a size medium can find work-appropriate attire at virtually any retailer, someone wearing a 4X faces severely limited options, higher costs, and often lower-quality alternatives. When dress codes require specific styles, fits, or brands, they create barriers that many employees simply cannot overcome.

But this isn't just about shopping challenges – it's about workplace safety, employee wellbeing, and organizational productivity.

Consider this experience from an employee in Australia who shared their story in the Fat at Work Report: PPE that didn't fit correctly caused not only physical discomfort but significant anxiety about workplace safety. "Nobody else in the workplace seemed to have an issue with it, so I accepted that it was a 'me problem,'" they shared. This led to shame spirals and reduced work efficiency, while the employee attempted dangerous body size manipulation that predictably backfired.

PPE sizing might seem like a specialized concern. But the pattern repeats across industries and contexts.

When "Inclusive" Policies Miss the Mark

Take this scenario from a 4-star hotel in France: Management decided to upgrade from easily substitutable uniforms (white shirt, black slacks) to something much more restrictive – baby pink shirts and navy suits complete with waistcoats. Even after an employee advocated for suppliers with extensive sizing ranges, management only ordered smaller sample sizes for fitting, despite knowing several team members wore larger sizes.

Their solution? "It's fine, if things don't fit when we receive the final order, we can always return and exchange them."

That employee is still waiting for a waistcoat that fits.

Here's what this reveals: even when organizations think they're being accommodating, they often fail to understand the practical barriers fat employees face. The assumption that "we can just exchange it later" ignores the reality that larger sizes may not exist, may take weeks to arrive, or may never be ordered at all.

The Cost Excuse

Let's address the elephant in the room – cost. A non-profit employee shared how their organization initially only provided shirts up to 2X, with none available during onboarding. When the employee advocated for sizes up to 5X, the organization only added 3X, stating it wasn't "cost effective" to purchase larger shirts "on the probability that someone may need it."

This response reveals a fundamental misunderstanding of diversity, equity, and inclusion principles. When we say it's not cost-effective to accommodate fat employees, we're essentially saying fat people aren't worth investing in. We're treating size diversity as an unexpected exception rather than a predictable aspect of any workforce. Fat people exist, go to work, and wear clothes. This isn’t a new phenomenon.

But here's what's actually costly: the productivity loss from employees who can't perform their jobs safely or comfortably, the turnover from feeling excluded and unsupported, and the potential legal liabilities from discriminatory practices (many places have brand new laws making size a protected class).

Professional Attire Looks Different on Different Bodies

One of the biggest barriers to size-inclusive dress codes is the assumption that "professional" has a single, universal appearance. This assumption is rooted in anti-fat bias alongside other harmful ideologies like racism and ableism – the idea that certain body types look more "professional" than others.

Professional attire looks different on different bodies, and access varies dramatically by size. A blazer that creates a "professional silhouette" on a straight-size body might not be available or affordable for a fat employee. Requiring specific fits or styles essentially creates a two-tiered system where some employees can easily comply while others face significant barriers.

Weight bias and anti-fat bias in workplace dress codes aren't just individual prejudices – they're systemic barriers that prevent fat employees from fully participating in their workplaces.

Creating Truly Size-Inclusive Dress Codes

So what does a size-inclusive approach actually look like? It starts with recognizing that fat liberation in the workplace means more than just offering larger sizes – it means fundamentally rethinking how we approach professional appearance standards.

Size-inclusive dress codes focus on function and appropriateness rather than specific styles or fits. Instead of requiring "tailored blazers," they might specify "smart outer layer." Instead of "fitted slacks," they allow "dark coloured pants." This approach gives all employees flexibility to find appropriate attire within their size range and budget.

When uniforms are required, truly inclusive organizations work with suppliers who offer extended sizing as standard, not as an expensive add-on. They order samples in a variety of sizes and build relationships with vendors who understand that 5X isn't a "specialty" size – it's simply part of serving a diverse workforce.

Your Size-Inclusive Dress Code Audit Checklist

Ready to make your workplace more inclusive? Here's your actionable takeaway – a checklist you can use immediately to audit your current dress code:

Policy Language Review:

Does your dress code specify styles/fits, or focus on appropriateness/function?
Are there brand requirements that limit size availability?
Does the language assume certain body types or shopping access?

Practical Access Assessment:

Can employees find compliant clothing in sizes 5X+ at reasonable prices?
If uniforms are provided, what's your largest available size?
How long does it take to fulfill orders for extended sizes?

Employee Experience Check:

Have you asked employees across size ranges about their experience with your dress code?
Are there unwritten rules or expectations that create size-based barriers?
How do managers handle dress code conversations with diverse body sizes?

Safety and PPE Considerations:

Is all required safety equipment available in extended sizes?
Are there alternative safety solutions when standard PPE doesn't fit properly?
Who is responsible for ensuring proper fit across all body sizes?

Moving Forward Together

Creating size-inclusive dress codes isn't about lowering standards – it's about expanding access to professional participation. When we make it possible for all employees to dress appropriately for their roles, regardless of body size, we create workplaces where everyone can focus on their actual job performance rather than managing shame, anxiety, or physical discomfort.

Fat employees deserve to feel safe, comfortable, and professionally respected in their workplaces. Size inclusion isn't a favour we're doing for fat people – it's a basic requirement for truly equitable organizations.

The stories shared here aren't isolated incidents. They're the daily reality for fat employees across industries and organizations. But they don't have to be. Every dress code revision, every uniform order, every policy update is an opportunity to choose inclusion over exclusion.

Come join me in creating workplaces where professional success isn't limited by clothing size, where safety equipment actually keeps everyone safe, and where diversity, equity, and inclusion extend to body size diversity. Because when we make workplaces accessible for fat employees, we create better workplaces for everyone.

Want to make your organization size inclusive? Visit www.WeightInclusiveConsulting.com

Vinny Welsby (they/them) is a fat activist and diversity, equity and inclusion leader. They are a world-leading expert on dismantling anti-fat bias and diet culture, a TEDx speaker, podcast host and best-selling author. Vinny is trans-non-binary and is dedicated to shifting how society views fat and queer bodies through education and compassion.

When Vinny isn’t talking about DEI stuff, they love snuggling with their dog, cross-stitching swear words and singing in a show tunes choir.

Links:

Website: www.weightinclusiveconsulting.com

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