Is it reasonable for enterprises to refuse to recruit people with tattoos? Does it involve discrimination?

With the continuous development of society, tattoos are no longer a rare thing. More and more people begin to accept tattoo culture and leave tattoos on their bodies. However, in some enterprises, recruiting people with tattoos has become a taboo. This phenomenon has attracted people's attention and caused some controversy. So, does the company's refusal to recruit people with tattoos involve discrimination? This paper will discuss it from three aspects: law, morality and actual situation.

First of all, from a legal point of view, whether the refusal of enterprises to recruit people with tattoos involves discrimination depends on the specific situation. In China, according to the provisions of the Labor Law and the Employment Promotion Law, employers are not allowed to discriminate against candidates on the grounds of race, sex, religious belief, marital status, age and disability. If the company refuses to recruit people with tattoos, and these people do not meet other recruitment conditions, then this behavior is discrimination. However, if the positions recruited by enterprises are directly related to tattoos, such as positions that need to be in contact with customers, such as bank tellers or receptionists, then it is reasonable for enterprises to refuse to recruit people with tattoos. Because these positions require employees to have good image and manners, and tattoos may affect the image of employees, thus affecting the image and reputation of enterprises.

Secondly, from a moral point of view, whether the refusal of enterprises to recruit people with tattoos involves discrimination also needs to consider the image and reputation of enterprises. Enterprise is a tangible organization, and its image and reputation are very important to its development. If the enterprise recruits people with tattoos, and their tattoos will affect the image and reputation of the enterprise, then it is a responsible behavior for the enterprise to refuse to recruit these people. Of course, enterprises should also respect employees' personal rights and should not excessively interfere with employees' personal choices. If employees' tattoos will not affect the image and reputation of the enterprise, then the enterprise should respect employees' personal choices and should not refuse to recruit these people.

Finally, from the actual situation, whether the refusal of enterprises to recruit people with tattoos involves discrimination also needs to take into account the actual situation of enterprises. Enterprise recruitment standards are formulated according to the actual situation and needs of enterprises. If the customer group of the enterprise holds a negative view on tattoos, then the enterprise needs to take this into account and should not recruit employees with tattoos. Because this will affect the business and customer relationship of the enterprise. Of course, if the customer group of the enterprise has an open and inclusive attitude towards tattoos, then the enterprise can consider recruiting employees with tattoos. Because this will not affect the business and customer relationship of the enterprise.

To sum up, whether enterprises refuse to recruit people with tattoos involves discrimination needs to be judged according to specific circumstances. If the recruitment standards of enterprises have nothing to do with tattoos, but enterprises refuse to recruit people with tattoos, then this behavior belongs to discrimination. However, if the recruitment standards of enterprises are directly related to tattoos, or the customer groups of enterprises hold negative views on tattoos, then it is reasonable for enterprises to refuse to recruit people with tattoos. Enterprises should, according to their actual situation and needs, take into account the corporate image and reputation, respect the personal choice of employees, and formulate recruitment standards.