Working Knowledge A Monthly Column about Life on the Job

By Elisa F. Topper American Libraries Columnist Elisa F. Topper is director of the Dundee Township (Ill.) Public Library District and a career consultant. Contact her at working@ala.org. Column for October 2005

Designing Dress Codes

I am a department head in a medium-sized public library. Recently, several staff members have commented negatively about one of their coworkers who has a very large tattoo extending down the length of her arm that is visible when she wears a sleeveless blouse. Our library has a very basic policy regarding dress codes, with no mention of tattoos or body piercings. I realize I probably shouldn't bring the issue up with the employee until it is outlined in detail in a policy. Should I ask management to consider revising the dress code to be more specific, or would I be opening a can of worms?

Puzzled about Policy

Yes, the times have a-changed. Discussions over what is appropriate attire in the workplace has shifted from the length of a skirt or color of a dress shirt to whether body art is appropriate at a public desk. You are correct to refrain from discussing this with the employee if the dress code does not specifically address the issue of tattoos. Bringing the issue to management may be an inevitable step, as tattoos and body piercings aren't going away anytime soon.
    Take a look at our changing workforce: One in 10 Americans has a tattoo, compared with one in 100 three decades ago, according to the Alliance of Professional Tattooists. Further, a Harris poll in 2003 found that more than one-third of Americans between ages 25 and 30 has a tattoo.
    But are employers ready to accept visible tattoos and non-ear piercings among employees? A recent survey by the employment website Vault.com revealed that “42% of managers said they would lower their opinions of someone based on his or her tattoos or body piercings. . . . And 58% said they'd be less likely to offer a job to a tattooed or pierced applicant.” Even a company as progressive as Starbucks has a fairly strict dress code: Company policy requires that employees cover all tattoos and remove piercings.
    For a view from the library world, I turned to the nexgenlib discussion list, surveying librarians about their feelings about body art and dress codes. Perhaps the sampling from their responses below can help start a conversation at your library.
    Michelle Caulk, a librarian in Illinois: “Personally, I don't consider tattoos or body piercing unprofessional. . . . Maybe acceptance of body modification is part of being a Gen-Xer, but to me it sends a message of individuality, whereas a skimpy skirt sends an entirely different message.”
    Emily Huston, a librarian in Florida: “I am a pierced and tattooed librarian who is blessed with a library that does not have a dress code. We are all adult enough to dress appropriately for work. I don't flaunt my tattoos and piercing; I don't hide them either.”
    Sarah Brown, a librarian in Indiana: “Our personnel code leaves the decision up to the department heads to determine, which in my opinion, leaves it subject to their individual values and prejudices.”
    Kim Bravo, a teen librarian in New Jersey, noted that her supervisors have “always encouraged me to dress in a ‘teen-friendly’ manner that would make me appear more approachable to teens.”

---

Developing a Dress Code

1. A carefully drafted policy should not violate discrimination laws.
   
2. Use examples from other libraries and tailor to your organization. A useful statement to include is that “Employees will dress in a manner appropriate to their responsibilities.”
   
3. Involve staff in drafting the policy.
   
4. While tattoos and piercings may be examples of self-expression, they are not recognized, except in rare cases such as Hindu bindhi, as indications of religious or racial expression and are therefore not protected by federal law.
   
5. Take into consideration both the corporate climate as well as actual weather conditions that may affect dress codes, such as the lack of air conditioning in hot weather.
   
6. Base the policy on business reasons and be prepared to explain those reasons.
   
7. Communicate the policy in all employee materials.
   
8. Be fair in interpreting the policy to all employees.
   
9. Leave room for exceptions to the policy on an as-needed basis.
   
   





(c) Copyright 2005 American Library Association