They are great for practing.
Just feel as human skin.
You can pierce any part of the model.
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Good news for tattoo aficionados! According to a new study conducted by the University of Miami School of Business Administration, having a tattoo has no impact on an individual’s employment or earnings.
After accounting for personal traits (i.e., education, behavioral choices, human capital, lifestyle factors, etc.) the researchers found no significant difference in the way people with tattoos are treated in the workplace than those without tattoos. The study, in the February issue of the Southern Economic Journal, is the first to rigorously investigate whether having a tattoo is significantly associated with employment or earnings.
The researchers explain that differences in employment and earnings can occur for a number of reasons, including productivity differences, employee signaling (i.e., information potential employees may reveal about their likes and dislikes), and in some cases, discrimination by either the employer or customers on the basis of having a tattoo. But, when the researchers controlled for a large set of factors that have been shown to affect employment and earnings, the negative impact of having a tattoo becomes small and non-significant.
This result may be partially explained by the fact that some industries, such as music and entertainment, professional sports, fashion, bars and nightclubs, styling, etc., actually welcome employees with tattoos.
“Qualitative research shows that tattoos are definitely becoming less taboo and somewhat accepted even in traditional workplaces, especially among younger employees,” said Michael T. French, professor of health sector management and policy at the University of Miami School of Business Administration, who conducted the study along with Philip K. Robins, professor of economics at the School. “If someone’s main concern about getting tattooed is whether body art will make them less employable or limit their earnings, this research suggests it should not be a major deterrent.”
“We believe it would be interesting in our future research to explore whether prominent tattoos (on the face or neck, for example), multiple tattoos, provocative images, or large tattoos, are significantly related to employment and/or earnings,” said Robins.
Stay tuned…
SOURCE University of Miami School of Business Administration
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Packed with features, Body Art 2 includes advice from the biggest names in the business on how to break into the competitive world of professional inking, an exclusive and outrageous interview with Kat Von D – the undisputed queen of ink and star of TV shows Miami Ink and LA Ink – plus an in-depth look at the colourful tattoo convention scene, with a focus on conventions in New York and Brighton, and much, much more.
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Allegations of discrimination strike fear into the hearts of every HR professional so asking an employee to cover up a cultural tattoo can be a daunting prospect – but is it legally allowed?
“Generally, employers have significant latitude to set guidelines on their employees’ appearance,” says leading employment lawyer Brian Nathan.
From uniform and work attire to hair colour or body piercings, company policies dictating their appropriateness are legal and remain commonplace in many workplaces.
“As an employer, you have the right to determine how you wish to present your business in the best manner to attract and maintain customers,” stresses Nathan.
So what about tattoos? Well, according to the Nelson-based lawyer, this is where the waters becoming somewhat murky.
“Legally speaking, discrimination only occurs when the treatment the person is complaining of is because of one of the 13 protected grounds of discrimination, set out in the Human Rights Act,” says leading employment lawyer Brian Nathan.
The thirteen protected grounds are: gender, marital status, religious belief, ethical belief, colour, race, ethnicity, disability, age, political opinion, employment status, family status and sexual orientation.
“The request to cover up a tattoo which has cultural significance by reason of the employee’s religion or ethnicity could be discriminatory as these are prohibited grounds,” warns Nathan.
“For example, asking an employee to cover up a culturally significant Maori tattoo such as a moko could be discriminatory,” he explains. “On the flip-side, a tattoo of a cartoon character or a flower would not be.”
While there’s potential for discrimination, not every case is cut-and-dry and a recent Human Rights Review Tribunal proved that employers do have some discretion.
The case centred on a woman of Maori descent who was asked to wear a long sleeved shirt to cover the moko on her forearm while working at a corporate event.
The tribunal acknowledged that the moko was indeed of ethnic significance to the employee but found that the employer’s request was not discriminatory. Here’s why:
While the tribunal sided with the employer in this instance, Nathan says HR managers should remain vigilant when it comes to possible discrimination.
“As part of your wider duty as an employer, it is important that employees are treated fairly and are not unreasonably singled out,” he says.
“So in future to ensure all employees are clear about the company’s expectations in relation to presentation for public appearances, especially if these differ from the day to day standards, it would be advisable to send out an email prior to the event outlining the dress expectations and the business reasons for them to avoid any complaints or concerns,” he advises.
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