Asking for ‘clean-cut’ job applicants is a questionable hiring practice
Job postings, especially those for customer-facing positions, sometimes use the phrase “clean-cut” to describe the type of applicants that employers want to hire. But is the phrase “clean-cut” discriminatory?
Generally, it’s not illegal to list having a “clean-cut appearance” as a job requirement if it’s not used to discriminate against someone based on race, sex, religion, or other protected characteristics.
Employers can, for example, legally have dress codes that prohibit:
- Visible tattoos,
- Body piercings,
- Unnatural hair colors (e.g., purple), and
- Other specific appearance choices if exceptions are made for protected classes.
Employers may also prohibit appearance choices for safety reasons. Courts have ruled, for example, that employers can prohibit facial hair on employees if they make exceptions for religious practices and people with medical conditions that make shaving painful.
In a few states and cities, certain other types of appearance discrimination are prohibited, but these laws are extremely specific and quite rare. Michigan, for example, prohibits discrimination based on weight, as does the city of Madison, Wisconsin. The city of Santa Cruz, California protects physical characteristics from “birth, accident, or disease” that are otherwise “beyond the control of the person,” including height and weight.
Natural hair is often protected
Black and brown people — and especially Black women — regularly face discrimination in the workplace based on the texture and style of their hair. Thus, it’s possible for job seekers with natural hair to interpret “clean-cut” as unwelcoming.
While “clean-cut” may not be intended to rule out applicants with natural hair, a 2023 research study by Dove and LinkedIn found that Black women’s hair is 2.5 times as likely as white women’s hair to be perceived as “unprofessional.” The same study finds that approximately two-thirds (66 percent) of Black women change their hair for a job interview.
As of September 2024, there are 27 states, along with Washington, D.C., that have passed laws entitled a “Creating a Respectful and Open World for Natural Hair” Act, known as “CROWN” laws. More states have similar pending legislation and there has been a strong effort to pass a federal version of the CROWN Act during the last five years.
Tips for employers that mention appearance in job ads
While the meaning of “clean-cut” is up for interpretation, it may send a message that leads potential candidates to self-eliminate, and therefore isn’t the best choice of words for a job posting.
If appearance is truly a concern for a position, it would be better for an employer to spell out exactly what “clean-cut” means to them. Maybe long hair must be covered for sanitary reasons, but tattoos are acceptable, or perhaps the employer is only concerned about facial hair because the job requires the employee to wear a respirator.
Before making any decisions, however, employers should take a modernized approach. For example, according to Pew Research Center, almost a third of Americans now have at least one tattoo. If the words “clean-cut” in a job ad cause those with tattoos to self-eliminate, an employer shrinks the applicant pool for something tattooed workers would likely have in common with many of the employer’s customers.
A better way to handle the situation, if appearance is truly a concern, is for an employer to have:
- An updated and well-defined dress code reviewed by an employment attorney, and
- A job posting that says an applicant “must be willing to adhere to the dress code once hired.”
Key to remember: The words “clean-cut” in job postings are at best self-eliminating, and at worst could be interpreted as discriminatory. Employers should consider whether they can drop the phrase or be more specific.