With more and more Canadians now sporting at least one tattoo, the summer season is prompting fresh conversations about professionalism and self-expression in the workplace.
According to Alyssa Grocutt, a PhD candidate at Queen’s University’s Smith School of Business, warmer weather often brings renewed scrutiny and, in some cases, growing acceptance as tattoos become more visible in office settings.
“There’s a meme circulating that says, ‘It’s I-didn’t-know-you-had-so-many-tattoos season,’” Grocutt said in an emailed statement to Benefits Canada. “I think it reflects what a lot of people are noticing right now. Summer creates opportunities for those conversations to happen, which could push workplaces toward more inclusive attitudes.”
Read: How flexible dress codes can support DEI amid post-pandemic return to office
Grocutt’s research suggests tattoos aren’t all perceived equally. The style, content and placement of body art can trigger snap judgments from colleagues and managers. Tattoos viewed as intimidating may lead to subtle forms of exclusion, such as being overlooked or dismissed in meetings, while artistic or creative tattoos may elicit more favourable reactions.
These perceptions also have implications for hiring and advancement. Studies show tattooed applicants, particularly those with body art considered extreme or aggressive, are less likely to be hired than their non-tattooed counterparts.
Rather than advising employees to cover up, Grocutt encouraged employers to reflect on what professional appearance really means. She said some workplace expectations, especially around dress and grooming, haven’t evolved alongside broader diversity and inclusion goals.
“Many tattooed employees feel most authentic when their tattoos are visible. That sense of authenticity can contribute to improved mental health, engagement and performance.”
While industries such as design, hospitality and entertainment are more likely to embrace tattoos as part of their brand identity, Grocutt noted all sectors can benefit from inclusive appearance policies aligned with psychological safety and diversity, equity and inclusion goals.
Read: Canadian employers increasingly prioritizing inclusive benefits: survey
“Authenticity has become a workplace buzzword, but research shows it has tangible benefits. When people feel comfortable being themselves, they tend to do better work.”
For human resources and DEI leaders, the takeaway may be less about rewriting dress codes and more about creating a culture where self-expression — including visible tattoos — is treated as an asset, not a liability, Grocutt added.