This article examines the current status of religious accommodation cases, with a special emphasis on those regarding employer dress and grooming policies; discusses the District Court, Tenth Circuit, and Supreme Court EEOC v. Abercrombie & Fitch Stores, Inc. opinions; and deliberates on the legal and management implications of these decisions to argue that, in the context of an increasingly diverse America, “look policies” are both ineffective strategies as well as potential legal liabilities.