Tattoos in the Workplace

With an increase in the frequency of tattoos and body art in today’s workplace, many employers are struggling to balance policy against personal expression. According to a 2006 study by the University of Chicago and Northwestern University, nearly 50 percent of Americans between the ages of 21 and 32 have at least one tattoo or a piercing other than in an ear.

An article published last week by HR Executive Magazine suggested that employers treat the issue under an organization’s dress code policy. A legal advisor qouted in the piece suggests that consistency in enforcement and communication of such a policy ensures that no party is disenfranchised or perceives preferential treatment. Religious expression must also be factored into both the application and enforcement of policy, with most employers drawing the line at offensive material that may be categorized under harassment.

And this doesn’t just apply to civilian workforces. In spring of last year, the Army News Service reported that regulations regarding tattoos had been modified to aid in recruitment of personnel. Under Army Reg 670-1 (which governs the wear and appearance of uniforms), recruits and all soldiers are allowed to have tattoos on the neck and straight down behind an imaginary line from the jawbone. The policy further states that “Tattoos that are not extremist, indecent, sexist or racist are allowed on the hands and neck. Initial entry determinations will be made according to current guidance.”

As the younger generation continues to move up the corporate ladder, these policies may relax and/or go away altogether. Most advisors recommend that employees simply use common sense for their environment, but really it’s up to the individual to determine whether their freedom of expression is appropriately balanced against the demands of their current position.

And yes, I too have a tattoo (on my left shoulder).

Let’s keep the conversation going.