The latest blog I wrote for work:
One of the first questions I get asked about in New Hire Orientation pertains to Goodwill's policy on tattoos.
Goodwill's policy states that as long as the tattoo in question is non-offensive, does not contain profanity and is not gang-related then it is permissible.
I personally think, employers have to approach the issue concerning tattoos with an open mind in order to provide a work environment that welcomes employees. The competition to attract and retain skilled workers has resulted in corporate cultures that strive to demonstrate the value placed on individual and group contributions. There is increasing attention paid to offering a company culture and benefit package that supports a variety of lifestyles. Should someone with a visible tattoo be treated any differently?
Personally, I think it depends on the employer's industry and the type of job.
For example, the odds are that a four-star hotel may not want the concierge to have large tattoos of skulls and crossbones on the back of each hand. But the same hotel may have less concern if a dishwasher in the kitchen has those same tattoos because direct contact with the hotel's customers is minimal.
The key for employers is to have a written policy that employees are required to read and sign, and then to enforce that policy consistently. That way, employees are not able to claim that the policy was applied differently to them. The policies should be based on sound judgment that is in the best interest of the business. That means that employee and customer interests also need to be considered before the policy is drafted.
At Goodwill, all employees are notified of the policy on tattoos and are then required to sign a form, which goes into their employee file, that states they understand and will abide by the rules. I love that our organization understands that good employees come in all shapes, shades and sizes…and some come with ink!
