This article from HR Executive was eye-catching because we read a related article on how HR should handle political talk in the workplace. Here is that blog. The answer to the question in the title is a yes, HR can enforce a strict dress code policy but the bottom line is: Be consistent.
If you disallow BLM attire in your workplace, ban all such attire. If your company has “officially” outlawed slogans and non-company related logos, but you’ve allowed LGBTQ shirts, you can’t suddenly ban MAGA attire without backlash. The author suggests that HR consider how restrictive the company wants to be and evaluate its corporate culture, industry and workforce demographics in order to craft a policy that fits. The last step is to stick to the new policy because the company’s reactions can’t be tied to one particular message it finds offensive or inappropriate if it has allowed similarly-themed messages.
This article also delved into political speech and concluded that highly charged topics invite a “broader conversation” about respecting diverse opinions even if you disagree with them. The goal is to have employees feel comfortable coming to work and getting their job done in a respectful environment. We can’t help but applaud in support!