Why companies like UPS and Disney are allowing workers to show their tattoos
Research isn’t exact, but recent polling shows that as many as half of Americans under the age of 40 have a tattoo, and that has implications for the job market.
Hinterhaus Productions | Stone | Getty Images
The growing battle to attract and retain workers has led employers to adjust longstanding workplace and hiring policies, from embracing hybrid and remote work to eliminating college degree requirements. A less-covered policy also changing: visible display of tattoos on workers.
Companies including Disney, UPS and Virgin Atlantic have relaxed their dress and style codes to allow employees to show their tattoos in the workplace. Many of the moves have come over the past two years as the tight labor market that preceded Covid became even more intensely competitive during the pandemic.
When longtime Home Depot CFO Carol Tomé was named CEO of UPS in June 2020, many of her first efforts to shake up the package delivery giant centered around increasing the job satisfaction of the company’s more than 534,000 workers globally. A few of those initiatives centered on the company’s dress and style restrictions.
“We did not allow facial hair; we did not allow natural hair. So, if you’re African American and you wanted to have an afro or twist or braid, that wasn’t permitted. Our tattoo policy was more restrictive than the U.S. Army,” Tomé told CNBC last year.
UPS, well known for its regimented brown uniform and driver dress code, acknowledged that it needed to make changes that “would create a more modern workplace for our employees that allows them to bring their authentic selves to work,” said Christopher Bartlett, UPS vice president of people and culture.
Initially, UPS looked at its hair- and beard-related policies, which previously barred men from having hair that extended below the collar or beards. The adjusted policy, rolled out in November 2020, now permits beards and mustaches “worn in a businesslike manner,” as well as several “natural hairstyles.” The policy, however, says employees are expected to maintain a neat and clean appearance “appropriate for their job and workplace,” and that hair or beard length can’t be a safety concern.
Shifting views on tattoos at work
Bartlett said after that policy was well received, UPS began looking at changes to its tattoo policy. Previously, the company barred employees from showing any visible tattoos — workers with tattoos had to cover them with long sleeves or pants, or skin-colored coverings.
After a series of culture surveys, discussions with employees and other research, UPS settled on a new policy announced in April 2021 that would allow employees to show their tattoos provided they don’t contain any offensive words or images. Workers are also not allowed to have tattoos on their hands, head, neck or face.
“Tattoos matter to people, and while there was a time where people may have gotten a tattoo on a whim, more frequently now a tattoo really matters to someone; it’s part of who they are,” Bartlett said. “We wanted people to feel like they could bring themselves to work not only in their current job but as they thought about their whole career.”
Disney‘s parks division underwent a similar shift in April 2021, updating its dress and style code to allow workers to show their tattoos, which it said was part of a wider effort to make its employees and guests feel more welcome at its theme parks.
The policy change “provides greater flexibility with respect to forms of personal expression surrounding gender-inclusive hairstyles, jewelry, nail styles, and costume choices; and allowing appropriate visible tattoos,” Josh D’Amaro, chairman of Disney parks, experiences and products, wrote in a blog post on Disney’s website.
“We’re updating them to not only remain relevant in today’s workplace, but also enable our cast members to better express their cultures and individuality at work,” D’Amaro wrote.
According to the Disney cast member handbook, visible tattoos that are no larger than an extended hand are permitted except for any on the face, head, or neck. For larger tattoos on the arm or leg, employees can wear matching fabric tattoo sleeves. Any tattoos that depict nudity, offensive or inappropriate language, or violate any company policies are also not permitted.
Disney did not respond to a request for comment.
Virgin Atlantic, the British airline owned by Richard Branson, removed its ban on visible tattoos for uniformed employees in May. Estelle Hollingsworth, chief people officer at Virgin Atlantic, said in an emailed statement, “Many people use tattoos to express their unique identities and our customer-facing and uniformed colleagues should not be excluded from doing so if they choose.”
The U.S. Army has taken similar steps, rolling out an updated directive in June further expanding its tattoo allowance, including tattoos on hands and the back of the neck. The Army previously relaxed its restrictions that limited the number of tattoos that recruits and soldiers could have on their arms and legs in 2015.
“We always review policy to keep the Army as an open option to as many people as possible who want to serve,” Maj. Gen. Doug Stitt, Director of Military Personnel Management, told the Army’s news service. “This directive makes sense for currently serving Soldiers and allows a greater number of talented individuals the opportunity to serve now.”
According to the United States Army Training and Doctrine Command, 41% of 18- to 34-year-olds have at least one or more tattoos.
Customers more accepting of tattooed workers
Enrica Ruggs, an associate professor at the University of Houston C.T. Bauer College of Business Department of Management and Leadership, said that there have been long-standing negative stigmas towards tattoos that harkened back to biker culture and a sense that rebellious people were the ones that got tattoos. That carried over into corporate culture, where hiring managers would stereotype applicants with visible tattoos, or where employers would worry that employing someone with tattoos would turn off customers.
However, Ruggs said recent research found that most tattoos now reflect a sense of belonging – for example, in-memorial images, callouts to their culture or profession, or a tattoo that matches one on a loved one.
Ruggs ran an experiment measuring customer reaction to workers wearing temporary tattoos. While some customers still held negative stereotypes about tattoos, the tattooed employees had just as many sales as the untattooed ones. Negative stereotypes also did not negatively affect customer perception of the organization. In fact, tattooed employees in white-color or creative jobs were looked at more favorably and competent than non-tattooed employees by customers, Ruggs’ research showed.
“Part of the argument has always been that it’ll hurt the organization, and that could actually change a consumer’s purchasing behavior,” Ruggs said. “But if the cornerstone of your business is service, that’s not changing, but allowing and relaxing some of these policies can help with employee morale and can expand who you can hire, which can help to improve employee performance. If employees are happy and they feel satisfied with their employee, they are likely to also be very productive.”
While there aren’t exact statistics regarding tattoos, a January Rasmussen Reports survey found that nearly half of Americans under 40 have tattoos. Across all ages, 33% of Americans have tattoos, the survey found.
The New York City Council currently has a bill that would look to curb discrimination against people with tattoos, including in the workplace. The bill would add tattoos to the categories in the city’s administrative code that are already prohibited from discrimination such as race or sexual orientation. While it would still allow employers to mandate that employees cover tattoos, it would require them to prove that not showing a tattoo is a “bona fide occupational qualification.”
Bartlett said that after UPS changed its policy, he noticed that several employees posted their UPS-themed tattoos on the company’s internal message board.
“When someone puts a UPS logo on them after a 25-year driving career here, that matters, and it shows that the company matters to them,” he said. “This isn’t a P&L play here, but this is about inclusion and bringing your authentic self to work.”
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Technology
Amazon launches fixed pricing for treatment of conditions such as hair loss. Hims & Hers stock drops 15%
Former U.S. Army intelligence analyst Chelsea Manning says censorship is still “a dominant threat,” advocating for a more decentralized internet to help better protect individuals online.
Her comments come amid ongoing tension linked to online safety rules, with some tech executives recently seeking to push back over content moderation concerns.
Speaking to CNBC’s Karen Tso at the Web Summit tech conference in Lisbon, Portugal, on Wednesday, Manning said that one way to ensure online privacy could be “decentralized identification,” which gives individuals the ability to control their own data.
“Censorship is a dominant threat. I think that it is a question of who’s doing the censoring, and what the purpose is — and also censorship in the 21st century is more about whether or not you’re boosted through like an algorithm, and how the fine-tuning of that seems to work,” Manning said.
“I think that social media and the monopolies of social media have sort of gotten us used to the fact that certain things that drive engagement will be attractive,” she added.
“One of the ways that we can sort of countervail that is to go back to the more decentralized and distribute the internet of the early ’90s, but make that available to more people.”
Nym Technologies Chief Security Officer Chelsea Manning at a press conference held with Nym Technologies CEO Harry Halpin in the Media Village to present NymVPN during the second day of Web Summit on November 13, 2024 in Lisbon, Portugal.
Horacio Villalobos | Getty Images News | Getty Images
Asked how tech companies could make money in such a scenario, Manning said there would have to be “a better social contract” put in place to determine how information is shared and accessed.
“One of the things about distributed or decentralized identification is that through encryption you’re able to sort of check the box yourself, instead of having to depend on the company to provide you with a check box or an accept here, you’re making that decision from a technical perspective,” Manning said.
‘No longer secrecy versus transparency’
Manning, who works as a security consultant at Nym Technologies, a company that specializes in online privacy and security, was convicted of espionage and other charges at a court-martial in 2013 for leaking a trove of secret military files to online media publisher WikiLeaks.
She was sentenced to 35 years in prison, but was later released in 2017, when former U.S. President Barack Obama commuted her sentence.
Asked to what extent the environment has changed for whistleblowers today, Manning said, “We’re at an interesting time because information is everywhere. We have more information than ever.”
She added, “Countries and governments no longer seem to invest the same amount of time and effort in hiding information and keeping secrets. What countries seem to be doing now is they seem to be spending more time and energy spreading misinformation and disinformation.”
Manning said the challenge for whistleblowers now is to sort through the information to understand what is verifiable and authentic.
“It’s no longer secrecy versus transparency,” she added.
Technology
SoftBank-backed fintech Zopa aims to double profit this year as it eyes 2025 current account launch
Jaidev Janardana, CEO of U.K. digital bank Zopa.
Zopa
LISBON, Portugal — British online lender Zopa is on track to double profits and increase annual revenue by more than a third this year amid bumper demand for its banking services, the company’s CEO told CNBC.
Zopa posted revenues of £222 million ($281.7 million) in 2023 and is expecting to cross the £300 million revenue milestone this year — that would mark a 35% annual jump.
The 2024 estimates are based on unaudited internal figures.
The firm also says it is on track to increase pre-tax profits twofold in 2024, after hitting £15.8 million last year.
Zopa, a regulated bank that is backed by Japanese giant SoftBank, has plans to venture into the world of current accounts next year as it looks to focus more on new products.
The company currently offers credit cards, personal loans and savings accounts that it offers through a mobile app — similar to other digital banks such as Monzo and Revolut which don’t operate physical branches.
“The business is doing really well. In 2024, we’ve hit or exceeded the plans across all metrics,” CEO Jaidev Janardana told CNBC in an interview Wednesday.
He said the strong performance is coming off the back of gradually improving sentiment in the U.K. economy, where Zopa operates exclusively.
Commenting on Britain’s macroeconomic conditions, Janardana said, “While it has been a rough few years, in terms of consumers, they have continued to feel the pain slightly less this year than last year.”
The market is “still tight,” he noted, adding that fintech offerings such as Zopa’s — which typically provide higher savings rates than high-street banks — become “more important” during such times.
“The proposition has become more relevant, and while it’s tight for customers, we have had to be much more constrained in terms of who we can lend to,” he said, adding that Zopa has still been able to grow despite that.
A big priority for the business going forward is product, Janardana said. The firm is developing a current account product which would allow users to spend and manage their money more easily, in a similar fashion to mainstream banking providers like HSBC and Barclays, as well as fintech upstarts such as Monzo.
“We believe that there is more that the consumer can have in the current account space,” Janardana said. “We expect that we will launch our current account with the general public sometime next year.”
Janardana said consumers can expect a “slick” experience from Zopa’s current account offering, including the ability to view and manage multiple account bank accounts from one interface and access to competitive savings rates.
IPO ‘not top of mind’
Zopa is one of many fintech companies that has been viewed as a potential IPO candidate. Around two years ago, the firm said that it was planning to go public, but later decided to put those plans on ice, as high interest rates battered technology stocks and the IPO market froze over in 2022.
Janardana said he doesn’t envision a public listing as an immediate priority, but noted he sees signs pointing toward a more favorable U.S. IPO market next year.
That should mean that Europe becomes more open to IPOs happening later in 2026, according to Janardana. He didn’t disclose where Zopa would end up going public.
“To be honest, it’s not the top of mind for me,” Janardana told CNBC. “I think we continue to be lucky to have supportive and long-term shareholders who support future growth as well.”
Last year, Zopa made two senior hires, appointing Peter Donlon, ex-chief technology officer at online card retailer Moonpig, as its own CTO. The firm also hired Kate Erb, a chartered accountant from KPMG, as its chief operating officer.
The company raised $300 million in a funding round led by Japanese tech investor SoftBank in 2021 and was last valued by investors at $1 billion.
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