School of Sociology and Social Policy, University of Nottingham, Nottingham, UK.
Research Department, Bridge Institute for Research and Policy, London, UK.
BMJ Open. 2019 Mar 20;9(3):e019954. doi: 10.1136/bmjopen-2017-019954.
The objective of this study is to explore the impact of workplace dress code policies and guidance that may influence inclusivity and opportunities in the workplace.
Quantitative, self-completion cross-sectional survey.
British Islamic Medical Association conference.
Eighty-four female medical healthcare professionals with a range of ethnicities and wide geographical coverage.
The study reports on the experiences of female Muslim healthcare professions wearing the headscarf in theatre and their views of the bare below the elbows (BBE) policy. Percentage of positive answers and their respective 95% CIs are calculated.
The majority of participants agreed that wearing the headscarf was important for themselves and their religious beliefs (94.1%), yet over half (51.5%) experienced problems trying to wear a headscarf in theatre; some women felt embarrassed (23.4%), anxious (37.1%) and bullied (36.5%). A variety of different methods in head covering in operating theatres were identified. The majority of respondents (56.3%) felt their religious requirement to cover their arms was not respected by their trust, with nearly three-quarters (74.1%) of respondents not happy with their trust's BBE uniform policy alternative. Dissatisfaction with the current practice of headscarves in theatre and BBE policy was highlighted, with some respondents preferring to specialise as GPs rather than in hospital medicine because of dress code matters. The hijab prototype proposed by the research team also received a positive response (98.7%).
Our study suggests that female Muslims working in the National Health Service (NHS) reported experiencing challenges when wearing the headscarf in theatre and with BBE policy. The NHS needs to make its position clear to avoid variations in individual trust interpretation of dress code policies. This illustrates a wider issue of how policies can be at odds with personal beliefs which may contribute to a reduction in workforce diversity.
本研究旨在探讨工作场所着装规范政策的影响，这些政策可能会影响工作场所的包容性和机会。
定量、自我完成的横断面调查。
英国伊斯兰医学协会会议。
84 名具有不同种族和广泛地理覆盖范围的女性医疗保健专业人员。
该研究报告了女性穆斯林医疗保健专业人员在剧院佩戴头巾的经验，以及她们对裸露肘部以下（BBE）政策的看法。计算了阳性回答的百分比及其各自的 95%置信区间。
大多数参与者同意佩戴头巾对自己和宗教信仰很重要（94.1%），但超过一半（51.5%）在剧院佩戴头巾时遇到问题；一些女性感到尴尬（23.4%）、焦虑（37.1%）和受到欺凌（36.5%）。在手术室中，发现了各种不同的头巾覆盖方法。大多数受访者（56.3%）认为他们的宗教要求遮住手臂，但他们的信托机构没有尊重这一要求，近四分之三（74.1%）的受访者对信托机构的 BBE 制服政策替代方案不满意。对当前剧院头巾和 BBE 政策的不满被强调，一些受访者由于着装规范问题，宁愿专门从事全科医生工作，也不愿从事医院医学工作。研究团队提出的希贾布原型也得到了积极回应（98.7%）。
我们的研究表明，在国民保健服务（NHS）工作的女性穆斯林在剧院佩戴头巾和 BBE 政策方面报告遇到挑战。NHS 需要明确其立场，以避免个别信托机构对着装规范政策的解释出现差异。这说明了政策与个人信仰之间可能存在冲突的更广泛问题，这可能导致劳动力多样性减少。
