The CROWN Act - A jewel for combating racial discrimination in the workplace and classroom

Oct 15, 2026

The CROWN Act policy memo explains how hair texture and hairstyle become targets of racial discrimination for Black and brown people, particularly Black women, in both schools and workplaces. It outlines research findings on “unprofessional” perceptions, interview-related hair changes, and study results showing curlier hair being rated less competent. The memo also presents personal and documented workplace and school examples, then argues that the Act strengthens worker protections and ensures dignity and respect for cultural expression.

LanguageEnglish

CategoryHealthcare

FormatPDF

Pages10

Reading Time25 min

AccessFree to download

The effects of hairbased discrimination

Before receiving a job

At the workplace

The CROWN Act protects against hairbased discrimination

Why is the CROWN Act needed?

State of play: The CROWN Act has bipartisan support

The CROWN Act is a critical tool to fight discrimination

Notes

References

The CROWN Act A jewel for combating racial discrimination in the workplace and classroom Policy Memo • By Jasmine Payne-Patterson • July 26, 2023 • Washington, DC View this [policy memo at](policy memo at epi.org/270289)[ epi.org/270289](policy memo at epi.org/270289) Black and brown people—and especially Black women—regularly face discrimination in schools and the workplace based on the texture and style of their hair. This is yet another form of racial discrimination and yet another way to control and police Black and brown people. Twenty-four states across the country have responded bypassing the CROWN (“Creating a Respectful and Open World for Natural Hair”) Act,1 which prohibits hair-based discrimination at work and school. The movement to pass the CROWN Act is gaining momentum in states across the country, as well as at the federal level. The Act is about strengthening worker protections and ensuring dignity and respect for cultural expression. The effects of hair-based discrimination Hair can be a declaration of personal identity and serve asa symbol of heritage and ancestry. Many Black and brown people signify their cultural heritage through braids, locks, or curls that present in the absence of chemical intervention. People bring their skills, expertise, and life experiences to their workplace, and no one should be forced to leave parts of themselves behind when they show up to work or school. Still, people are regularly pressured to do just that through explicit policies dictating how they should wear their hair. People also experience more subtle but pervasive forms of hair-based discrimination. SECTIONS 1. The effects of hairbased discrimination • 1 2. The CROWN Act protects against hairbased discrimination • 3 3. Why is the CROWN Act needed? • 4 4. State of play: The CROWN Act has bipartisan support • 5 5. The CROWN Act is a critical tool to fight discrimination • 7 Notes • 8 References • 8 Before receiving a job According to a 2023 research study, Black women’s hair is 2.5 times as likely as white women’s hair to be perceived as “unprofessional.” The same study finds that approximately two-thirds (66%) of Black women change their hair for a job interview. Among them, 41% changed their hair from curly to straight (Dove and LinkedIn 2023) . Similarly, an empirical study examined participant responses to hair texture by asking a racially diverse set of participants to review professional profiles and rate the candidateson competence and professionalism. The study found that candidates with curlier hair were less likely to be recommended for hire and scored lower in assessments of professionalism and competence (Duke 2020) . CaSandra Glover, formerly of Arkansas Advocates for Children and Families, shared her personal experience: I remember on numerous occasions scrambling before interviews to ensure I had my weave or wig styled in a way that would fit into a white-dominated setting. I was afraid to be seen as less than or be stereotyped for the hair texture I was born with. I never felt I could truly be myself. In my current workplace, I even struggled with starting this job with a natural protective braid hairstyle…. Truthfully, this is an issue that I still struggle with and I praise myself for the courage to be myself regardless of their personal thoughts or opinions. I should be able to wear my hair naturally without any shame because my hair is my hair and it’s something I should be proud of.2 Isaiah Bailey of the Topos Partnership said: There is long-standing community-wide trepidation as concerns the relationship between Black hair and professional success. To this day, my mother reminds me of the deal we made many many years ago—that I would cut my locs if my hair ever proved to be a hindrance to my professional pursuits. But I never actually intended to abandon my locs—I think they frame my face well. And more than that I came to view my mane as symbolic of my au

FAQs

What is the main focus of the CROWN Act policy memo?

It focuses on how hair texture and hairstyle are used to police and discriminate against Black and brown people in schools and workplaces, and on how the CROWN Act addresses these harms.

What research does the memo cite about job interviews?

It cites findings that Black women’s hair is more likely to be labeled “unprofessional,” and that many change their hair for interview settings, including shifting from curly to straight styles.

How does hair discrimination affect people after they are hired?

The memo describes microaggressions and disciplinary actions at work, including being sent home due to hair, which can hinder advancement or lead to termination.

Oct 15, 2026

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