The end to hair discrimination, as we know it, may arrive sooner than expected. Last month, the bill for “Creating a Respectful and Open World for Natural Hair” also known as The CROWN Act was reintroduced on a federal level. This is the latest attempt to ensure protection against discrimination on race-based hairstyles such as braids, locs, twists, and knots in the workplace and public schools.
The Current Landscape of Hair Discrimination
Image Source: @thecrownact
Texas high school student Darryl George was suspended late last year for wearing locs to school. The school officials said his locs fell below his eyebrows and ear lobes, violating the school district’s dress code, reports AP News.
Sixty-six percent of Black children in majority-white schools have faced race-based hair discrimination, according to The CROWN Act’s 2021 study.
Although Texas is one of 24 states that have enacted a version of the CROWN Act, the school was ruled not to violate the state law. The CROWN Act prohibits race-based discrimination against people based on their hairstyle, not their hair length.
Image Source: @tynishajackson
Despite some positive steps in moving the act to a federal level, racial bias related to hairstyles continues to persist as a widespread issue. Natural hairstyles are often viewed through a biased lens and deemed unacceptable or unprofessional. This form of discrimination perpetuates racial inequities and creates hostile, demoralizing conditions that undermine personal autonomy and dignity. Overcoming these entrenched prejudices requires a concerted effort to raise awareness, implement stronger anti-discrimination policies, and foster a more inclusive culture that celebrates diversity rather than penalizes it.
Additionally, hair discrimination manifests itself through discriminatory hiring practices as well as demeaning interactions that frequently occur in professional environments. In these situations, the brunt of injustice and discrimination is often borne by Black women, who face diminished employment prospects plus barriers to career growth and upward mobility.
2023 CROWN Workplace Research Study
In 2023 the CROWN Act reported, 66 percent of Black women changed their hair for a job interview. Among them, 41 percent changed their hair from curly to straight. This is an improvement from a 2019 study that showed that 80 percent of Black women were more likely to change their natural hair to meet social norms or expectations at work.
While securing a vote on the bill from the Republican leadership in Congress to pass federal CROWN Act legislation will undoubtedly be a significant challenge, there is reason for optimism. For the first time, we have achieved bipartisan backing in the Senate for this legislation. This crucial support from both parties represents an encouraging step forward and demonstrates the growing consensus around the need to address this issue.
Image Source: @rcproudie
To shed light on the pervasive issue of hair bias and discrimination against Black women in professional settings, Dove and LinkedIn have jointly commissioned a comprehensive research study titled “The 2023 CROWN Workplace Research Study.” This study meticulously examines such discriminatory practices’ systemic social and economic ramifications, underscoring the pressing need for transformative change.
Recognizing the urgency of this matter, Dove and LinkedIn have also developed a series of free LinkedIn Learning Courses for the public. These courses are designed to foster a more equitable and inclusive work environment for all users of the business—and employment-focused platform.
They aimed to educate one million hiring managers and workplace professionals by the end of 2023. They aimed to equip professionals with the knowledge and tools to combat hair discrimination and promote a culture of acceptance and respect.
Until all 50 states recognize the act, continue to wear your crown with dignity, style, and grace.
