Tattoos have changed considerably since the last century. Once associated with carnival workers, prisoners and gang members, by the late 1990s they were legal businesses with regulation and modern health practices (Florida 1997). No longer associated with underground and criminal activity, it has become acceptable for the middle classes as a means of expression and identity and (Roberts 2012). It is believed that 10-20% of Americans have at least one tattoo (Roberts 2012). Despite the normalization of tattoos there is still discrimination in the workplace, and persons with tattoos do not have any protection when it comes to workplace policies which might ban them. Many people therefore hide the existence of their tattoos (Roberts 2012).
Formal processes such as sociological research and workplace policy and continue to conceptualize tattoos as deviant and related to illegal activities (Roberts 2012). Social work is one such area, with an inherent paradox. While the discipline is committed to tolerance, diversity, cultural openness and empowerment, a review of the academic literature on tattoos shows that there is a double standard regarding the need for professional dress, including no visible tattoos, which contrasts with these ideals (Williams 2014).
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Clark (2012) described a situation where a nurse had a small tattoo of a dolphin on her wrist. In the recruitment phase it was determined that the tattoo could be dealt with by the assumption that it would be covered by the uniform and wristwatch, and not visible. While in orientation, it became clear that the nurse would not be able to wash her hands in the formally outlined way without her tattoo becoming visible. Despite the recruiter wanting to retain the new nurse, she was let go as she was unable to complete her orientation while compliant with workplace policies regarding appearance. This was despite her competence in her field and the mildness of the tattoo and its visibility.
Timming (2014) conducted interviews with hiring managers and persons with visible tattoos, and was able to show empirically that there is a negative correlation between visible tattoos and selection by recruitment. It was also shown that there were factors that could mitigate this prejudice, such as the location of the tattoo, the type and nature of the tattoo and consumer expectations regarding whether the employee should have visible body art (Timming 2014).
Companies are able to control the appearance of employees unless it contravenes specific rights, particularly if it can be shown that the appearance could be offensive to colleagues or customers. Ethnicity, religions or freedom of expression have not proven to be adequate defences for tattooed employees (Clark 2012).
Middle class, educated youth are getting tattooed in greater numbers, however they are not confused about the potential risk to future employment, and discretely locating tattoos is a common approach (Roberts 2012). Some claim that currently tattoos are in a sort of cultural limbo (Roberts 2012, 156). While courts have upheld workplace policies that limit tattoos, this may change in the future as generational differences towards visible body art become mainstream opinions (Clark 2012). One can assume that in the future there will be more tattooed persons breaking into the ranks of human resources and other areas, and it is possible as well that in the future there may be protection of self-expression through appearance. The number of persons with tattoos continues to rise, and the traditional idea that those with tattoos should be denied jobs, professional or supervisory positions will be in increasing tension. In the meantime, tattoos will remain hidden or covered for the purpose of employment.
- Clark, J. R. “Tattoo you.” Air medical journal 31.2 (2012): 68.
- Florida, Robert. “Tattoos no longer taboo.” The Village Voice; Apr 29, 1997; 42, 17; ProQuest Research Library: 26.
- Roberts, Derek John. “Secret ink: Tattoo’s place in contemporary American culture.” The Journal of American Culture 35.2 (2012): 153-165.
- Timming, Andrew R. “Visible tattoos in the service sector: a new challenge to recruitment and selection.” Work, Employment & Society (2014): 0950017014528402.
- Williams, D. J., Jeremy Thomas, and Candace Christensen. ““You Need to Cover Your Tattoos!”: Reconsidering Standards of Professional Appearance in Social Work.” Social work 59.4 (2014): 373-375.
