In 2014, Starbucks famously lifted its tattoo ban for its staff in a move that was welcomed with open (and perhaps intricately adorned) arms. The coffee chain is known for being a creative brand, with a predominately young workforce and modern-minded customers, and it’s perhaps no surprise that the business decided to move with the times.
However new research from Acas suggests that employers as a whole may be out of touch with the changing public perception of visible tattoos, piercings, and other body modifications.
The implications here can be fairly serious… If you have a policy, either formally or informally, that bans body art, then you could be missing out on a huge pool of talent. You could also be causing unrest and resentment amongst your existing workforce.
So could it be time to rethink your stance?
As a starting point, let’s consider your legal position as an employer. Body art is not classed as a protected characteristic under the Equality Act, so there are no direct implications in the eyes of the law. Still though, there is a possibility that you could be challenged on the grounds of a breach of human rights.
How you decide to approach the issue of tattoos comes down to you, though it could be worth giving some thought to whether your position is serving a purpose, or exists solely as a result of outdated workplace culture and practice.
Ultimately, it’s essential that whatever you decide, your polices are clear and well communicated. It makes sense to consult with your staff before making any big changes to your approach, and ensuring there’s no ambiguity around what’s acceptable and what isn’t.
Do you employ staff with visible body modifications? What impact has this had on your business? And what advice would you share with other employers? Get in touch, as we’d love to hear your stories.
If you have any questions and you’d like to take the opportunity to chat with an HR expert, pick up the phone and give us a call today.