Stigma around tattoos at work has shifted

Perceptions around tattoos in the workplace have shifted widely in recent decades, and come as body art styles too have shifted away from large designs covering arms, chests and backs to more dainty, patchwork styles.

Gen Z is a key player in the shift as they place greater value on showing their authenticity and individuality at work. Over 90% of Gen Z workers in a recent EY survey said being authentic and true to themselves at work is extremely or very important, up 16 percentage points from before the coronavirus pandemic.

But just like all kinds of hiring bias, some managers still hold their own ideas about employing someone with tattoos. And they’re likely doing a disservice to their organizations, shrinking their talent pools and discriminating against candidates fully capable of doing the job.

Research with some conflicting findings helps illustrate the shift. A 2018 study from the University of Miami analyzed 2,000 respondents’ job prospects and found tattooed individuals are also just as likely, and in some instances even more likely, to gain employment.

But another study from Colorado State University in 2022 looked at equally-qualified white female applicants in their mid to late 20s with no visible tattoos, mild visible tattoos, and extremely visible tattoos for a position as a sales manager. Researchers found applicants with tattoos were less likely to be hired, especially if their body art was larger and harder to conceal, and those with smaller tattoos who were hired were offered lower salaries than their non-tattooed counterparts.

Niki Ramirez, founder and principal consultant at HR Answers, a human resources consultancy for small businesses, has consulted clients before who still believe tattoos have no place in the workplace, and may have discriminated against candidates with them. Some organizations and industries may have more formal dress codes, though ultimately, tattoos aren’t a protected class under hiring discrimination laws in the U.S. or the U.K.

Ramirez uses those client questions as an opportunity to inform them on how this fits into recent diversity, equity and inclusion initiatives, and how it could negatively impact their business if they aren’t willing to change their own tune.