Abstract

Appearance discrimination may restrict the opportunities of minority groups, including national, religious, and racial minorities. Employers sometimes impose appearance codes on their workforce that disproportionately affect these groups, potentially limiting their access to jobs. It is tempting to think that the solution here is simple. In practice, it might be said, the appearance features that are excluded by these codes often mask the real basis of the discrimination. Seen in their true light, these codes generally involve direct discrimination on the basis of race, religion or nationality. Even when they do not, if they have a worse effect on a disadvantaged group, then they are cases of indirect discrimination. But things are not that simple, for an appearance feature can be a genuine reaction qualification, i.e., it can be a genuine qualification in virtue of the responses of those who come into contact with an employee, such as customers or clients. This chapter addresses the issue of when it is morally permissible for an employer to adopt an appearance code that disadvantages a minority group by pandering to the preferences of their customers or clients in cases where these preferences express their aesthetic tastes or are rooted in reasonable conceptions of the good to which they adhere. Consideration is given to whether the importance of integration might provide a reason to regard appearance codes as morally impermissible when it is harder or more costly for a minority group, such as a national, religious, or racial minority, to conform to them.