It is becoming more and more common to see a young professional with a “sleeve” tattoo, a small stud nose piercing, or even one of those trendy fingerstache tattoos. But what happens when this professional is applying for a job, is your employee, or the caregiver for an older family member?
Customers, clients, co-workers and particularly the older generation, including long-term care patients, have found it hard to accept this new trend. Some find it offensive. In fact, in 2012, the Captivate Network polled more than 600 U.S. workers and found that 61% of white-collar staffers over the age of 50 find tattoos distracting. Employers are left swimming in murky waters as to where they should draw the line on policies and practices to change with societal norms while still respecting the feelings of customers, clients and co-workers.
Self-expression plays an intricate role in making America the country that it is. However, tattoos and piercings are choices made knowing they won’t be “popular” with every audience. Limiting an employee’s self-expression in the workplace is necessary to balance competing desires to respect individual preferences. An inappropriate tattoo such as a rebel flag or swastika is sure to offend a significant portion of an employer’s customers. An appearance policy which includes not only dress code standards, but tattoos and piercings as well sets boundaries to respect the rights of your employees and the people they serve.
The employer has the right to create and enforce appearances policies that includes the limitations on tattoos and piercings as long as the policy does not discriminate. According to The U.S. Equal Employment Opportunity Commission: Title VII of the Civil Rights Act of 1964 prohibits employers with at least 15 employees, as well as employment agencies and unions, from discriminating in employment based on race, color, religion, sex, and national origin.