Case Study 2: Retail Store Dilemma – To slay or not to slay?

Background:

Slay Boutique, a high-end retail chain, has a strict dress code for its employees, emphasizing a
polished and fashionable appearance. While the dress code is intended to align with the brand's
image, there have been complaints from employees who feel that it unfairly targets certain body
types and personal styles. This has led to concerns about potential appearance-related biases
affecting the work environment.

Scenario:

Several employees, particularly those with diverse body types, tattoos, or unusual hairstyles, have
expressed discomfort with the dress code, claiming that it favors a narrow definition of attractiveness.
This has resulted in a decrease in morale and motivation among affected employees and has raised
questions about the company's commitment to diversity and inclusion.

Task:

1. Identify the issues in the Boutique policy

2. Propose modifications to this policy to make it more inclusive
3. List some other things the Boutique could do, to make the workplace more inclusive.
Case Study 3: Leadership Evaluations – Are suits really that legen… wait for it…. dary?

Background:

Global Dynamics Corp is a multinational company leading in technology and is known for its
innovative products and services. Despite the intentions of being inclusive, concerns have been raised
about potential appearance-related biases in the evaluation of leaders within the organization.

Scenario:

An internal review suggests that leaders who conform to traditional standards of appearance, such as
dressing in formal business attire and maintaining a certain physical stature, are consistently rated
higher in performance evaluations. Leaders who deviate from these norms, such as those with visible
tattoos or unconventional hairstyles, face a subtle but noticeable disadvantage in leadership
assessments.

Task:

1. Identify the issues in the Global Dynamics Corp

2. Propose modifications to these issues
3. List some other things the Global Dynamics Corp could do, to make the workplace more
inclusive.