Tattoos were always associated with sailors, marines, and bikers. Not today. Over the past few decades, there has been real progress towards accepting tattoos and other body art in the workplace. At the same time, highly visible piercings and tattoos still have a negative connotation.
The same is not true with those who have gender orientation or gender identity issues. The workplace is still confused and conflicted over what it appropriate, how to handle it and hot to deal with the real employee relations issues caused by the topic.
Tattooed professionals often manage their own business and “tattooed” selves separately in professional settings, especially in customer-facing jobs and upon first impressions. Some people choose to always cover their tattoos while others show their tattoos after they have established themselves. The same is often true of piercings.
The right to self-expression is more problematic with gender orientation and gender identity issues. For many employees, the conversation and, ultimately, the decision, to change the visible parts of an individuals’ gender is compounded by religious beliefs, personal experiences and the media.
Greg Chartier
Dr. Chartier is the Principal of HRinfo4u, a human resource consulting firm, and a well-known educator and speaker. As a consultant, he works with organizations to improve the effectiveness and efficiency of their human resource function. He has worked extensively in designing, developing, and implementing human resource program, procedures, and systems for smaller and mid-size firms up and down the Hudson Valley.Greg is a thought-provoking professional speaker, and his wisdom and insights into management and leadership make him an electrifying speaker and seminar leader. His seminars are customized to reinforce company mission, vision, values, and culture, and the content is …
Writing Techniques for Auditors and Risk Management Profess…
Transforming Anger And Conflict Into Collaborative Problem …
Unlock Employee Loyalty: Stay Interviews Will Keep Them Eng…
Stop Letting that Difficult Person Ruin Your Day - Effectiv…
Handbook Overhaul 2026: Compliance, OBBB Act & Beyond
Introduction to Microsoft Power BI Dashboards
Managing Difficult Employee Conversations
ChatGPT for HR - Build HR Policy Framework and Strategy
Independent Contractor vs. Employee - 2026 IRS Guidance on …
Stop Conflicts Before They Become Big Problems: Practical S…
Virtual and In-Person Onboarding Your New Hire: Policies, P…
Setting SMART Goals & Leveraging Storytelling for Reporting
Major Changes in W2 and 1099 for 2026 Compliance! Learn How…
Female to Female Hostility @Workplace: All you Need to Know
Rewiring Your Emotional Triggers: Leading with Clarity and …
I-9 Audits: Strengthening Your Immigration Compliance Strat…
Electronic Payment Fraud Prevention Best Practice
Onboarding Best Practices for Millennial and All Employees
From Spreadsheet Logic to Analytics Logic: Excel → Power BI…
Mastering the Prompt: How Every Professional Can Use AI to …
Batch Record Review and Product Release
Managing Toxic & Other Employees Who Have Attitude Issues
Emotional Intelligence: Mastering the Emotions of Great Lea…
FDA QMSR Explained: How the QMSR Replaces the QSR
ChatGPT for CPAs and Finance Professionals
2-Hour Virtual Seminar on How to Conduct an Internal Harass…
Project Management for Non-Project Managers - How to commun…
Leading a Project and Team in Stressful Times: Supporting y…
Excel - Pivot Tables - The Key To Modern Data Analysis and …
Better Business Writing-How to Write Right
HR Metrics and Analytics 2026- Update on Strategic Planning…
Excel + AI: The Smart User's Guide to Faster, Easier Work w…
4-Hour Virtual Seminar on Secrets of Psychology - Why Peopl…
Accounting For Non Accountants : Debit, Credits And Financi…
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Conquer Toxic People - Learn To Protect Yourself And Get Yo…
FDA Regulation of Artificial Intelligence/ Machine Learning
Beyond Orientation: Build a Strategic Onboarding Experience…