The regulation of expression through dressing is accepted in the workplace. The dress code extends to displaying of body piercings and tattoos. Tattoos should not be banned in the workplace because it would be a violation of a fundamental freedom of the right to choice of dress. They also do not affect professionalism or work output. They cannot adversely affect employment relations since biases can be developed based on any other issues (Osland & Clinch, 2014).
The constitution provides the right to freedom of dress. A person cannot be discriminated against by self-expression through dressing or tattoos. It is therefore not prohibited to display a tattoo as this freedom is protected by law. Furthermore, It is not easy to enact a policy that categorizes the nature, scope or size of a tattoo about job output. Therefore, though employers are allowed to enforce a dress code, they cannot force an employee to have a tattoo removed (Osland & Clinch, 2014).
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Tattoos do not affect the professional output of an employee. An employee can fulfill his or her performance indexes whether they have tattoos or not. Clients are retained by efficiency and excellent customer service, which have no correlational to tattoos. A person's character and qualifications cannot be determined by the presence or lack of a tattoo (French et al., 2016).
People choose to interact with others based on many factors. Although a tattoo may be a distraction initially, colleagues eventually get used to it as they get to know the tattoo holder. Moreover, teamwork and team building are not affected by tattoos because people tend to focus on more important factors such as work ethic, productivity, and character rather on their look or appearances (French et al., 2016).
In a nutshell, it is important that offensive or controversial tattoos be covered up to avoid unnecessary discomfort among clients who do not support their presence. Moreover, employees should follow dress codes that are established by different employers so as to maintain goodwill However, tattoos in the workplace should not be a defining issue.
References
French, M. T., Maclean, J. C., Robins, P. K., Sayed, B., & Shiferaw, L. (2016). Tattoos, Employment, and Labor Market Earnings: Is There a Link in the Ink?. Southern Economic Journal, 82, 4, 1212-1246.
Osland, A., & Clinch, N. (2014). Tattoos in the workplace. Journal of Critical Incidents , 7 , 75-77.
