Rodriguez, Robert. (19 December, 2006). “Inked & Pierced: Will employers warm up to young worker’s body art?” (The Gloucester

Daily Times).

OVERVIEW

Matthew Fabrizio is a 23-year-old college graduate who works with young children with disabilities. He also sports a collection of tattoos and body piercings. Even though his employer doesn’t seem to have a problem with body art, Matthew represents a growing generational challenge in the workforce.

According to a 2004 study published in the Journal of the AmericanAcademy of Dermatology, 36 percent of 20-31 year-olds had a tattoo, and 32 percent had a body piercing. The question is: How will their current or prospective employers respond to ink-laden arms and backs, or lip rings? In many ways, the company dress code policy ultimately depends on what the customers think.

Advertising and marketing firms, for example, seem to be on board with looser policies. But law firms tend to be a bit more strict.

Either way, the question has become pressing enough that human resources consultants and legal experts are fielding calls. Business tend to address the question as a legal matter in its own right – how can a dress code appropriately include or disallow the rather vivid displays of ink and piercings that are on the rise around collars and cuffs in today’s marketplace? The key, notes Rodriguez, is to be consistent and sensitive, and to avoid rules which might suggest religious bias.

QUESTIONS FOR REFLECION AND DISCUSSION

1.      Do teenagers or young adults consider the future employment risks that may be associated with tattoos or piercings?

2.      Are employers right to be strict?

3.      How should teenagers be counseled about such things?

IMPLICATIONS

The possible risk in employability is probably not going to dissuade a determined teenager from getting a visible tattoo. The larger issue concerns the challenge of helping young people recognize the long-term impact of the decisions they make.