Although tattoos have increased in popularity, they may put individuals at a disadvantage when seeking employment. Drawing on the justification-suppression model and the stereotype content model, we propose that job applicants with visible tattoos experience prejudice in hiring and starting salary recommendations because they are stereotyped as less competent and warm than those without visible tattoos. In Study 1, we compared equally qualified Caucasian female applicants in their mid to late 20s with no visible tattoos, a mild visible tattoo, and extreme visible tattoos for the position of a sales manager. Tattooed applicants were less likely to be hired, especially if they had extreme visible tattoos, and were offered lower salaries and rated lower on competence (but not warmth) than applicants without visible tattoos. Furthermore, competence mediated the relationship between visible tattoos and hiring and salary recommendations. In Study 2, we examined if young Caucasian female applicants with visible tattoos can overcome prejudice through their job qualifications and found they were able to mitigate salary discrimination, but not hiring discrimination by being highly qualified. In Study 3, we proposed that young Caucasian female applicants with visible tattoos can neutralize discrimination by being highly qualified and having volunteer experience. However, volunteering did not mitigate prejudice related to visible tattoos. Our findings suggest that it is difficult for applicants with visible tattoos to overcome discrimination.

尽管纹身越来越受欢迎，但它们可能会使个人在寻求工作时处于不利地位。借助合理化抑制模型和刻板印象内容模型，我们建议具有可见纹身的求职者在雇用和起薪建议方面存在偏见，因为与没有可见纹身的求职者相比，他们的定型能力和热情较低。在研究1中，我们比较了20年代中期到20年代中合格的白种女性申请者，其中没有明显的纹身，轻微的可见的纹身和极度可见的纹身作为销售经理。有纹身的申请人不太可能被雇用，特别是如果他们有非常明显的纹身，并且比没有可见纹身的申请人获得较低的薪水并且在能力（但不温暖）方面评级较低。此外，能力介导了可见纹身与雇用和薪资建议之间的关系。在研究2中，我们研究了具有明显纹身的年轻白人女性申请人是否可以通过其工作资格克服偏见，并发现他们能够减轻薪资歧视，但不能通过高素质聘用歧视。在研究3中，我们提出，有纹身的年轻白人女性申请人可以通过具备高素质并具有志愿者经验来消除歧视。但是，志愿服务并不能减轻与可见纹身有关的偏见。我们的发现表明，有纹身的申请人很难克服歧视。我们检查了带有明显纹身的年轻白人女性申请人是否可以通过其工作资格克服偏见，并发现他们能够减轻薪资歧视，但不能通过高素质聘用歧视。在研究3中，我们提出了具有明显纹身的年轻白人女性申请人可以通过高素质和具有志愿者经验来消除歧视。但是，志愿服务并不能减轻与可见纹身有关的偏见。我们的发现表明，有纹身的申请人很难克服歧视。我们检查了带有明显纹身的年轻白人女性申请人是否可以通过其工作资格克服偏见，并发现他们能够减轻薪资歧视，但不能通过高素质聘用歧视。在研究3中，我们提出，有纹身的年轻白人女性申请人可以通过具备高素质并具有志愿者经验来消除歧视。但是，志愿服务并不能减轻与可见纹身有关的偏见。我们的发现表明，有纹身的申请人很难克服歧视。我们建议，有纹身的年轻白人女性申请人可以通过具备高素质并具有志愿者经验来消除歧视。但是，志愿服务并不能减轻与可见纹身有关的偏见。我们的发现表明，有纹身的申请人很难克服歧视。我们建议，有纹身的年轻白人女性申请人可以通过具备高素质并具有志愿者经验来消除歧视。但是，志愿服务并不能减轻与可见纹身有关的偏见。我们的发现表明，有纹身的申请人很难克服歧视。