Green Fingers....or Blue?

I never did understand the phrase ‘green fingers’.   My Granny loved her garden and her plants and flowers always looked amazing.  But when she came indoors, from a spot of digging and weeding, her fingers were any colour but green!  

This week MY fingers have gone a shade of grey, again!  I KNOW the instructions say to wear gloves but that all seems a waste of time until the damage is done!   Since experimenting with a khaki jumper (which clearly didn’t suit me after all) by adding black dye (achieving charcoal) and the obligatory tie-dying at school, altering the colour of things to make them more appealing has become a minor hobby! 

I changed (uninteresting) cream bed linen to a darker shade of pink by mixing pink and red dye, it worked a treat.  The silk embroidery took on a different intensity of colour than the cotton fabric, which I liked a lot, I chose lavender and pink  for the extra pillow cases and with a lot of colour experience, but a relative lack of dying experience, created a beautifully coordinated bedroom! 

In the late 90s I remember the joy of discovering a pair of purple jeans on a holiday to San Francisco and the accompanying sadness when they died (pun intended!) a few years later.  In 2014 coloured jeans are more readily available but in the intervening years I’ve been known to buy jeans in the palest shade of stone wash, acquire some burgundy dye on the way home and introduce them to each other in the washing machine before wearing them.  The fabulous plummy shade that resulted was a joy to wear at a time when jeans came in any colour as long as it was blue!

Then there was my friend on a budget with what would have been a cool and comfortable skirt for the warm summer days - if she had been a summer.   Looking for something to go with it was her challenge so I suggested a cheaper alternative would be to dye the skirt terracotta to match the rest of her wardrobe.    

As one of her 2-star colours, that skirt has become a staple of her wardrobe, all year round rather than an occasional summer skirt which she only has 2 tops to choose from to go with it.
I would never have dared to suggest this without my understanding of the colour wheel, cool and
warm colours and how
                                                                       they befriend and
                                                                       alienate each other
                                                                       depending on their
                                                                       position on the wheel.

Shoes are not immune. A client with extra wide feet found a great style for her in the right size, wrong colour; applying a dark brown shoe dye took them into her season and gave her a pair of shoes that will form the core of her capsule wardrobe.

I decided my grey suede knee-length boots weren’t quite the right shade after all, 4 bottles of dye (£20) later and they became navy blue.  This has faded a little with time so this weekend’s playtime was to use another 2 bottles (£10) to freshen up, restore the depth of colour and give them a new lease of life; a more cost-effective route than purchasing a new pair, given the ones I’ve seen recently (navy having a scarcity value) range from £150-£395!

My nails and fingertips have nearly recovered!  Reminiscent of granny’s gardening hands, it’s just as well I’m working from home this week!

Colour Confidence

Red is a colour long associated with confidence, a colour representing passion, energy and drive.  Melissa from Kettlewell reinforces the good news that we have been sharing with our clients for nearly 30 years.  We all suit red, the key is knowing which are your shades!  Wearing colours which suit you makes you appear more confident; knowing they suit you enables you to feel it; very useful if you need to:

• Present
• Meet new people (in domestic or business life)
• Cover your nerves on a new date
• Demonstrate you have the edge at a job interview
• Perform, especially in competitions
• Pitch for new business
• Walk on the beach in your bikini, swimming costume...or trunks!

As a mother there have been many times when I’ve needed that confidence boost – being pregnant stands out in my mind as a time when I didn’t feel particularly glamorous; interviews, appraisals, sales meetings, public events and first dates … are all up there!   Ignoring for now the impact that wearing the right style, fabrics, patterns and accessories has on how you look and feel; the first thing with colour is to understand a little of the science (cool/warm, soft/clear) which is clearly explained in your colour class.  

Understanding how the science of colour relates to your skin tone enables you to identify your best colours in your wardrobe or the shops and know what suits you so you can confidently keep, buy, pass-on or pass-by. 



The second stage, which you are introduced to in your Colour Confidence Class, is being able to put them together in interesting and creative combinations. Overcoming the fear of creating something garish, cheap or clashing… or indeed helping you achieve that, depending on your intention!  

 

 

I find it fascinating to see the way colours work on different style types (clothing personalities discovered in your Style Class) with the Dramatics and Gamines benefiting from quirky mixes, the Classics, generally more conservative, traditional, understated or toning blends and the Romantics relishing in creating  glamorous combinations while Naturals frequently migrate to 'natural' shades.

The wonderful thing about the seasonal analysis system is that it is simple enough to explain and flexible enough to cover the multitude of unique skin tones; as a result of its simplicity, selecting colours from one season maximises the chance of them working together.  

A useful trick is to use an accessory which incorporates the colours of your outfit; scarves or necklaces are excellent for this.  

Using patterns is another secret weapon.

I love that these crop trousers, genuine 50s designs, are until now unseen prints.  But more than this, very useful if your proportions and personality suggest you need more ‘attention’ on your lower half of your body, than your upper half. 

Kettlewell work really well with the seasonal system, fully embracing its versatility and confidently selecting a broad range of colours which genuinely ensures there’s a choice for you, whatever your colouring.  A real accomplishment for a clothing supplier most of whom, seem to come from an artistic/design perspective more than using science to inform the art.

I can still remember the days when I wouldn’t wear make-up or colour, preferring to stay ‘safe’ (invisible) with neutrals and the ‘natural’ look (no make-up, no effort!).  Knowing what suits me enables me to stay visible AND ‘safe’ by using the colours I know suit me – some I had an idea of but most were a revelation. 

With Mother’s Day coming up, what better present could you give your mother than the gift of colour confidence.  With free P&P on Gift vouchers in March you can give anything from colour analysis through colour confidence to make-up and shopping trips; they will all help her feel special and, if you already know her colours and what suits her, you’ll almost certainly find something you know she’ll love from the extensive Kettlewell range.

Defusing the Dress Code

Following on from last week’s blog ‘The Dress Code Minefield’, Kate Russell, BA Barrister, MA, Managing Director of Russell HR Consulting provides a legal perspective on this workplace dilemma.  Also known as the ‘HR Headmistress’ she has written numerous articles, published six books and e-books and has been widely quoted in the press including the Financial Times, Guardian, Independent, Huffington Post and Metro. 

Direct discrimination occurs when a person is treated less favourably on the grounds of his or her protected characteristic than a person who does not have that protected characteristic either has been or would have been treated. As a result of that less favourable treatment the person has suffered some form of detriment.

Indirect discrimination occurs where an employer applies a provision, criterion or practice which puts people of a particular gender at a disadvantage, unless that practice or policy can be objectively justified. A good example is the Azmi case which concerned religious beliefs.

Aishah Azmi, a devout Muslim, was employed as a bi-lingual support worker at a school. Although she did not raise it at the interview, she later said she had to wear a full face veil in accordance with her religious beliefs. The school investigated to see if it could accommodate her request but found that the children learned better when they could see her whole face. She was instructed to remove the veil when working with children, though she could wear it at all other times. Mrs Azmi refused and was suspended. She complained of discrimination on the grounds of her religion.

On the indirect discrimination point, the Court accepted that the school had applied a practice that put people of Mrs Azmi's religion at a disadvantage. However, the practice was justified as there was objective evidence that when she was wearing the veil children did not engage with her as well as when she was unveiled. The requirement was no more than was proportionate, as the school allowed her to be veiled when not teaching. 

More recently Nadia Eweida took her employer, British Airways, to the European Court of Human Rights after she was required to stop wearing her cross visibly. The court said BA had not struck a fair balance between Ms Eweida's religious beliefs and the company's wish to project its corporate image. Ms Eweida's rights had been violated under Article 9 of the European Convention on Human Rights.

Although Ms Eweida's claim was successful, the Court's decision was based on special circumstances, including the fact that a discreet cross would not have adversely affected British Airways' public image. Interestingly, a case brought at the same time by nurse, Shirley Chaplin, was unsuccessful. The reason for the ban on her wearing a cross was for safety reasons and this was acceptable to the Court.

Key points

• Base your dress code on business reasons and explain your reasoning.  Common business-related reasons include maintaining a public image, promoting a productive work environment, or complying with health and safety standards.
• Make sure the principles of your code genuinely reflect your business need and are neither discriminatory nor arbitrary.
• If a part of the policy could be discriminatory, consider whether it can be objectively justified. Conducting a workplace assessment will help establish any justification.
• Ensure that prospective employees are made aware of the policy before they join.
• If there are concerns, explore them using your grievance procedure and make adjustments where appropriate. 
• Give examples of what is suitable and unsuitable dress. For example, sandals which enclose the foot are acceptable; flip flops and trainers are not.
•  Identify any special requirements for employees who deal with the public.
• Communicate the policy and explain what the penalties will be for breach.
• Apply the dress code policy consistently, but make reasonable accommodation when the situation requires an exception.

 

The Dress Code Minefield

Everyone now and then there’s a serious side to everything – from a work perspective dress code can be a minefield.

My young son is currently fascinated by the World Wars, so when he wanted to bring home D-Day, My Story, which his teachers felt a little advanced for him, we agreed that we would discuss anything that is new or unclear to him - finishing the book might take a while but we’ve had some amazing conversations. 

One such conversation explored what a minefield is.  Working through this, the 7 year old explanation is relatively simple – an explosive that is generally unseen and triggered by ‘you’ in some way, unintentionally and often with no warning, causing significant damage beyond your control.

Mapping this onto your work wear, the term ‘minefield’ is an interesting metaphor.  The point being that while we are all free to choose what to wear, there are sometimes dress codes or expectations of what is acceptable and appropriate which, if we get it wrong, could at best hinder progress or at worst damage your reputation, unknowingly and almost certainly unintentionally, without warning and seemingly beyond your control.

I’ve met many clients who enjoy the act of rebellion and breaking the rules.   To really enjoy this, you need to break the rules ‘knowingly’, which requires an understanding of what the rules are, why they exist and what they are intended to provide.   In other words, to elicit a desired response from your audience, consciously making a choice about your clothing would be the smart choice! 





Understanding what works for you, (your colouring, shape, budget and lifestyle), dovetailing this with a knowledge of the language of clothes and identifying ways to add or remove authority in your outfit to bring clarity is all provided in your Personal Style Class – it’s a way of ‘minesweeping’ your appearance and personal brand to clear a path for safe progress.

A business relies on its personnel to deliver the ‘brand’; its people need to accurately reflect the product, service, company and market while showing themselves to be individuals.   In a less formal, multi-cultural society, where you’re aiming for freedom of expression whilst reinforcing your brand, it is critical to achieve a dress code that works for everyone, which can be a legal minefield.  With people exercising their right to express themselves more freely at all times, how do employers define clearly what is fair, reasonable and acceptable?  Employers have considerable latitude on what is acceptable but they must ensure that they don’t fall foul of anti-discrimination legislation.

 Next week, we have a guest blog from Kate Russell, (BA Barrister, MA) of Russell HR Consulting, who provides some clear guidance on what to consider in the workplace.