The golden age of travel in the 1950s and 1960s epitomized glamour and luxury. Some aircraft had beds on board, like bunks, with privacy curtains where passengers could sleep. It was not unusual for passengers to find a piano lounge or bar on the aircraft, where they could relax and socialize. Cocktails were served at sophisticated parties, and the passengers could enjoy themselves and indulge in a meal in a roomy, albeit smoky, cabin.
The Airline Deregulation Act of 1978 changed the experience of flight. Airlines could compete for customers on price, and while that made flying more affordable and accessible, it also resulted in today’s bare-bones flying experience. And while being a flight attendant had once been a glamorous job, it is now an exhausting and sometimes soul-sucking one. Unlike the air hostesses of 1960s Pan Am, today’s flight attendants function as in-flight security, customer service, and safety personnel, ensuring the security of the flight deck and the comfort of passengers while also managing the crew and passengers during onboard events. They go through extensive training to prepare for all types of incidents that may occur on the plane. Their job is no longer to smile, be pretty, and hand out complimentary cocktails.
With this in mind, I was astounded to come across this article about Delta Airlines’ new guidelines for candidates’ grooming, hair, jewelry, and clothing—and its specific requirements for candidates’ undergarments. According to the memo, those interviewed for flight attendant roles should not wear athletic shoes and must wear heels, slingbacks, or closed-toe flats instead. Candidates must wear “appropriate” underwear that is not visible. Dresses and skirts must be knee-length or lower. Hair and eyelashes must be “natural looking,” fingernails must be “neutral,” (no neon colors, airbrushed, or long fingernails are permitted,” tattoos must be covered either with clothing or waterproof makeup, and only two earrings per ear are allowed. Whew. Interestingly, the only appearance edict specific to male flight attendants is that they must wear collared button-down shirts and ties.
A representative from Delta told the media that these changes were made to align with their goal of being “more specific.” They want to encourage candidates to “dress for success” and make a great first impression as they “aspire to join the flight attendant ranks.”
It is shocking that a company would dictate clothing and personal style to candidates interviewing for a position! When they are hired and wearing the Delta uniform, it is a different story. However, the purpose of interviewing is so that both candidates and hiring companies is to determine whether or not they wish to work together and how that might be beneficial. If a candidate presents herself (and let’s get real here—these “guidelines” are directed at women candidates) in a manner that does not jibe with the hiring company’s culture, the company can simply pass on the candidate. Spelling out and dictating interview APPEARANCE AND ATTIRE is ridiculous.
I have been on flights with disturbances such as diversions, unruly passengers, and even someone violating federal law by smoking in the lavatory. Here’s a situation with a unruly passenger resulting in a hefty fine: Australian Passenger Pay Fuel Cost. The flight attendants handled these situations professionally and de-escalated these issues calmly. I have no idea how many piercings or tattoos they had or whether or not they were wearing athletic shoes. Like all employers, the airline industry should focus on things that matter, such as the daily abuse that their flight crews endure, having to manage passengers’ onboard experience on understaffed flights, and the shockingly unfair compensation model in which flight attendants do not get paid for the time spend boarding the aircraft! Micromanaging employees and potential employees is an ineffective strategy in a highly competitive industry with notoriously thin margins. Flight attendants have important jobs to do and deserve respect, not only from passengers but also from their employers.
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