'While we can’t help the biases we’ve internalized, we can become aware of them and fight back.'
“examines the overlapping systems of oppression and discrimination that women face, based not just on gender but on ethnicity, sexuality, economic background and a number of other axes.” On the issue of hair in the workplace, black women’s identities as both female and black creates a heightened burden that courts rarely acknowledge.
Intersectionality examines the overlapping systems of oppression and discrimination that women face, based not just on gender but on ethnicity, sexuality, economic background and a number of other axes.based on hairstyle or hair texture. The state achieved this with the passage of the CROWN Act. This Act specifically includes afros, braids, twists and locks in the list of hairstyles against which an employer cannot discriminate.
Indeed the roots of the term “nappy” — a word used to describe afro-textured hair — are based in slavery. The tuft which forms on cotton prior to harvesting is called a. The term was adapted by slave owners to describe afro-textured hair because of the perceived similarity. More significantly, calling attention to the difference in hair texture was used to demean enslaved black people as less physically desirable than white people.
The other approach you can take is to get rid of policies on employee appearance altogether. Respecting employees’ decisions about their appearance is key to building an inclusive company culture. Beyond minimizing the risk of alienating employees who wear natural hair in the workplace, this choice benefits all employees.
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