Natural Hair: Addressing Microaggressions

One of the most common microaggressions people of color experience in the workplace involves comments about their natural hair texture. For Black employees in particular, hearing that their hair is “wild,” “unprofessional,” or “not suited for a client meeting” can feel deeply personal and discriminatory. These remarks are not only inappropriate but also often reflect racist undertones. In fact, describing Black hairstyles as unprofessional is a microaggression, rooted in racial bias, and can be a violation of The Crown Act.

In a common scenario, a white colleague remarks that his Black colleague’s twisted hairstyle is too “wild” for an upcoming client meeting. While it may seem like a casual comment, this statement perpetuates harmful stereotypes about Black hair. It also reinforces the idea that only Eurocentric standards of beauty and professionalism are acceptable in corporate spaces.

Understanding The Crown Act

The CROWN Act, which stands for “Creating a Respectful and Open World for Natural Hair,” was designed to combat hair discrimination in the workplace and educational settings. Enacted in several U.S. states, this legislation makes it illegal to discriminate against individuals based on their hair texture. Including protective hairstyles, braids, locs, twists, and Afros. The act takes an important step to ensure that Black people and other people of color don’t have to conform to biased beauty standards to be considered “professional.”

The Crown Act is a vital protection, particularly because natural hair discrimination is a widespread issue. Despite the skills, qualifications, and professionalism that Black employees bring to the table, many are still subjected to subtle and overt forms of discrimination due to their hair. This not only affects their confidence but can also have serious implications for career advancement and workplace inclusion.

The Impact of Microaggressions

In the workplace, microaggressions like the one in the scenario can erode trust and cause long-term harm to relationships between colleagues. Describing natural hair as “wild” or “unprofessional” is not just an insensitive remark. It’s a reflection of systemic biases that have long marginalized Black employees. These types of comments suggest that the Black employee’s appearance is inherently problematic.  Which disregards how well they perform in their role.

Microaggressions, though subtle, can have profound effects on the well-being and productivity of employees of color. Over time, these small insults and stereotypes can create a toxic work environment. Black employees might feel like they have to constantly defend their right to wear their hair naturally or conform to unfair beauty standards.

How Leaders Can Support Natural Hair in the Workplace

To create a more inclusive and respectful workplace, it’s crucial for leaders and colleagues alike to understand the implications of natural hair discrimination and actively work to eliminate microaggressions. Here are some ways managers and organizations can support Black employees and promote natural hair inclusivity:

1. Educate on The Crown Act: Ensure that everyone in the workplace is aware of The Crown Act and understands the legal protections it offers against hair discrimination. Providing regular training on diversity and inclusion can help colleagues understand why remarks about natural hair are not only inappropriate but also discriminatory.
2. Challenge Biased Comments: When someone makes a comment like, “Your hair is too wild for a client meeting,” it’s important for managers or peers to step in and address the issue. Letting such remarks go unchecked can reinforce harmful biases. A simple but firm response, such as “We value professionalism in our work, not based on appearance, but on performance and respect,” can go a long way in shifting workplace culture.
3. Encourage Diverse Hairstyles: Promote a culture where diversity, including natural hair, is not only accepted but celebrated. People of color should feel empowered to express themselves authentically without fearing they’ll be labeled “unprofessional.”
4. Implement Clear Policies: Ensure that dress code policies explicitly protect employees’ rights to wear their natural hair and protective styles. Clearly communicate these policies during onboarding, in employee handbooks, and in any workplace diversity initiatives.

Why This Matters: Natural Hair and Professionalism

When it comes to professionalism, it’s essential to focus on the qualities that matter most. Skills, performance, work ethic, and collaboration. Natural hair is not an indicator of a person’s capabilities. It also should not be used to judge someone’s readiness for a client meeting or workplace setting.

Centuries of racial discrimination have rooted stereotypes that label Black hair as “wild” or unprofessional. These biases stem from a Eurocentric view of what “appropriate” hair should look like. Which excludes or marginalizes styles that are an integral part of Black culture and identity. Natural hairstyles are not just expressions of personal style but are often deeply tied to cultural heritage, pride, and identity.

By challenging these stereotypes, we move toward a workplace that values diversity in all its forms. Which includes the diversity of hairstyles.

Building an Inclusive Workplace for All

Upholding The Crown Act and promoting a culture that respects natural hair in the workplace are essential steps toward creating an inclusive, equitable environment. Leaders have a responsibility to challenge harmful biases and microaggressions when they arise. This ensures that all employees feel seen, respected, and valued for who they are. Not for how closely they align with outdated beauty standards.

In today’s world, professionalism is defined by the quality of one’s work, not by conformity to arbitrary standards. It’s time we embrace the diversity of natural hair and recognize that beauty and professionalism come in many forms.