What’s Your Opinion on Tattoos in the Hotel Workplace
February 15, 2017 10:18am
By Larry Mogelonsky, MBA, P. Eng. (www.lma.ca)
This is a topic you should definitely review with your HR director. Does a sentence appear in your hiring policy to specify whether or not a candidate is permitted to have any visible tattoos? Or, while unwritten, have you or someone within your organization ever dismissed potential applicants outright on this basis?
If you have answered affirmatively to either of these two statements, it may be time to re-evaluate your hiring practices. While discriminatory cases involving skin art have yet to reach the spotlight in our court systems, modifying an outright ban in your internal policies is nevertheless something to consider.
In the past two decades, the tattoo parlor has moved from a badge for military personnel, ex-cons and Hell’s Angels to mainstream, at least in a North American context. Increasingly, millennials – and soon to be post-millennials – regard tattoos as a rite of passage to adulthood. In our own consulting practice, we are seeing an growing number of younger candidates who sport visible tattoos, and rejecting on this grounds now puts a damper on the talent pool.
For the most part, these are small, innocuous add-ons that one has to look carefully to observe. They do not detract from their capabilities, nor are they seen as potential negatives in establishing customer relationships. Is the adornment of, say, a butterfly, a heart, or a few scripted letters precluding you from recruiting new, highly creative team members?
To the counterargument, an outright ban on tattoos is easy to enforce. After all, it’s binary – if you got ‘em, you’re out. But, say the rule is relaxed to state, “a small tattoo is acceptable so long as it is tastefully chosen and does not have any religious, derogatory or discriminatory elements.” While this is commendable, it is ambiguous. Who decides what is tasteful? And what about the location of the tattoo? A ladybug on an individual’s wrist may be acceptable, but how about the same artwork on someone’s eyelid?
This is also an issue when considering the candidate’s role within the organization. Are the rules for someone being hired as a restaurant server the same as an individual out of sight from guests as, say, a line chef? Before you answer, remember that the entry-level candidate you hire might prosper and, at some point in time, apply to be a part of your management team. Will that tattoo bother you if such a person is sitting at your executive committee boardroom table? Moreover, if you put a restriction on skin art at the senior level, will it act as a disincentive for ambitious, young, tattooed employees who may opt to apply for a position at a competitor with a more ‘accepting’ hiring policy?
Attitudes are changing and tattoos represent only one instance of how the workplace is evolving in the face of technology and other modern trends. For all of these, we must strive to be proactive if we are to attract the best possible talent. It is a balancing act, though. As a customer-facing industry, we must adjust the demands of our guests with that of our employees. For some hotels, traditionalism is what’s expected, and that can mean three-piece suits, old-fashioned décor and no visible tattoos or piercing. For other properties, it’s not even a blip on the radar. In either case, you must decide exactly what is permissible.
This article may not be reproduced without the expressed permission of the author.
Editor’s note: To discuss business challenges or to discuss speaking engagements please contact Larry directly.
Tags: larry mogelonsky,
tattoos in hotel workplace
One of the world’s most published writers in hospitality, Larry Mogelonsky is the owner of Hotel Mogel Consulting Limited and the founder of LMA Communications Inc., an award-winning marketing agency based in Toronto. His experience encompasses hotel properties around the world, both branded and independent, and ranging from luxury and boutique to select-service. Larry also sits on several boards for companies focused on hotel technology. His work includes four books, “Are You an Ostrich or a Llama?” (2012), “Llamas Rule” (2013), “Hotel Llama” (2015) and “The Llama is Inn” (2017). You can reach Larry at firstname.lastname@example.org to discuss hotel business challenges, to inquire about his consulting services or to book speaking engagements.
Contact: Larry Mogelonsky
Taking Another Look at Airbnb’s Advertising
Hotel Trends in Technology for 2018
Hotel Trends in F&B for 2018
Time To Line Up Your 2018 Goals
Analyzing the Relationship Between Serviced Residences and Hybrid Travel
Healthy Eating Means Healthy Desserts Too
Using Gamification to Sell Guestroom Upgrades
Time To Get In The Holiday Spirit With…Holiday Spirits
Indirect Benefits Of LED Conversions
Using Microlearning and Training Tech to Boost Team Morale
What to Consider for Your New Hotel Website
Making Sense of the ‘Level Playing Field’ Plea
Your Wine List Is Too Long
Reinvigorate Your Guest Satisfaction Surveys
What You Need to Know About Drone Photography for Hotels
Never Let Your Breakfast Be Boring
Raising Awareness for the Physical Demands of Being a Housekeeper
Tips for When You Become a Semi-Retired Hotel Consultant
Don’t Fear The Word Sorry
How Would You Define Modern Luxury?
Please login or register to post a comment.
February 15, 2017 6:05pm
Totally agree, Larry. Now let’s talk about piercings.