Issue date: 4/17/08 Section: News

Photo Illustration by Bryce Peake

Levi Cox sports a Mohawk, tattoos and several facial piercings.

But Cox, a freshman art major, said he does not believe his appearance will have an effect on his ability to get a job.

"I'm not worried because it doesn't really affect my major," Cox said. "I'm not sure how much of a problem piercings are. It's more (a matter of) how willing the boss is to hire."

With the semester nearing its end, many students are looking for summer jobs and many graduates are looking for long-term employment. But there is a diverse opinion on whether or not appearance plays a factor in determining if a student is hired for a job.

Cox said there is a negative connotation with people who have long hair, tattoos or piercings in the workplace.

"Organizations have their own cultures and a kind of 'brand identity,'" said Linda Moore, director of Career Services. "They base their appearance expectations on that identity."

She added the key for college graduates and interns is to do their homework to identify those organizations that match well with their own personal values and characteristics.

Many companies do require their employees to take measures to either cover up or otherwise make alterations to their appearances.

Such measures include covering up tattoos, removing earrings or other piercings, and replacing colored plugs for clear or skin-tone plugs.

Audra Dust, an employee at Positively 4th Street Records, does not encounter such a policy at work.

The record store has no policy regarding hair, tattoos or piercings.

Dust said policies regarding appearance pertain to certain jobs, such as a receptionist.

She added some people might even be discouraged from applying for certain positions because of stringent policies.

"I can see why people would feel threatened," Dust said.

Moore said while businesses are becoming more relaxed in terms of attire, she doesn't see a scenario where tattoos and piercings are completely accepted.

"Today, workplaces require only business-casual or scaled-back business formal attire for non-executive staff and for staff who are not involved in meetings with important clients," Moore said.

She also said the American workforce is directly influenced by the emergence of global services.

"Employers are going to be more cognizant of international values and what international clients expect of the American worker," Moore said. "The impact of the international perspective will be an increasing influence on how the American workforce presents itself intellectually and visually."

Moore added she is not aware of any evidence to suggest potential discouragement in employees, at least not in formal studies.

"Undoubtedly, some people do not select certain careers because they do not see themselves matching the types of skills and attributes that are desired in that industry," Moore said. "Nevertheless, there are some candidates who pioneer new attitudes about what is acceptable."

Moore used an example by recounting the story of Miss Iowa 2007, Abbey Curran.

Curran competed for the Miss American position with cerebral palsy, which resulted in physical abnormalities in her legs that made it difficult for her to walk, she said.

"She still competed in the pageant, the swimsuit competition and used an assistant to help her walk," Moore said. "That certainly was a challenge to the expectations for appearance of a viable beauty pageant contestant."

Moore said although self-selection is smart, it is more reserved for the employer level rather than the career level.

"Miss Iowa was probably very selective about which pageants she entered but did not

exclude pageant competition from her activities," Moore said. "You might be able to

wear flip flops or facial hair one day, but on another day your arms, feet and legs might need to be fully covered with pressed, quality clothing as a sign of respect for the person(s) that you might be serving."




Dylan Polk can be reached at 581-7942 or at dmpolk@eiu.edu.

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