Understanding Your Rights Under the CROWN Act: Hair Discrimination in Oklahoma Workplaces

Understanding Your Rights Under the CROWN Act: Hair Discrimination in Oklahoma Workplaces

Hair discrimination in the workplace is a real and pervasive issue that disproportionately affects Black women. If you've ever been told your natural hair is "unprofessional," or if you've felt pressured to change your hairstyle to conform to workplace standards, you're not alone. Recent research shows that Black women are 1.5 times more likely to be sent home from work because of their hair and are 80% more likely to feel the need to change their natural hair to meet workplace expectations.

Understanding your legal rights under federal anti-discrimination laws and emerging state legislation like the CROWN Act is crucial for protecting yourself in the workplace. This comprehensive guide will help you understand hair discrimination, your legal protections, and what steps you can take if you experience this form of discrimination.

What Is Hair Discrimination and Why Does It Matter?

Hair discrimination occurs when employers, schools, or other institutions enforce policies that prohibit or penalize natural hairstyles commonly associated with Black individuals. These hairstyles include locs, braids, twists, Bantu knots, and afros.

The Scope of the Problem

The statistics paint a clear picture of how widespread this issue is:

• Black women are 1.5 times more likely to be sent home from work because of their hair
• 80% of Black women report feeling they need to change their natural hair to fit in at work
• Black women change their hair more frequently than any other group to conform to workplace standards
• Many Black women report spending significant financial resources on hair straightening, weaves, and other treatments to avoid discrimination

This discrimination isn't just about personal appearance"”it's a civil rights issue rooted in racial bias and stereotypes that associate natural Black hairstyles with being "unprofessional," "unkempt," or "inappropriate" for the workplace.

What Is the CROWN Act?

The CROWN Act stands for "Creating a Respectful and Open World for Natural Hair." It's legislation designed to prohibit discrimination based on hair texture and protective hairstyles commonly associated with race.

Federal Status

At the federal level, the CROWN Act has been passed by the U.S. House of Representatives but has not yet been enacted into law by the Senate. However, the Equal Employment Opportunity Commission (EEOC) has taken the position that hair discrimination is a form of race discrimination under Title VII of the Civil Rights Act of 1964.

State-Level Protection

As of 2025, 24 states have passed CROWN Act legislation, providing explicit protection against hair discrimination. These states include:

• California (first state to pass in 2019)
• New York
• New Jersey
• Virginia
• Colorado
• Washington
• Maryland
• Connecticut
• Delaware
• Nebraska
• Nevada
• Illinois
• Massachusetts
• Oregon
• And others

Oklahoma's Current Status

Important Note: Oklahoma has not yet passed CROWN Act legislation. However, this does not mean you are without legal recourse. Federal anti-discrimination laws still apply, and the EEOC's interpretation of Title VII extends protection against hair discrimination as a form of race discrimination.

What Federal Laws Protect Against Hair Discrimination?

Even without state-level CROWN Act protection, federal laws provide important safeguards against hair discrimination in Oklahoma workplaces.

Title VII of the Civil Rights Act of 1964

42 U.S.C. § 2000e et seq. prohibits employment discrimination based on race, color, religion, sex, or national origin. This includes:

• Hiring and firing decisions
• Promotion and demotion
• Compensation and benefits
• Job assignments and training
• Harassment and hostile work environment

EEOC Guidance on Hair Discrimination

The EEOC has explicitly stated that race discrimination includes discrimination based on hair texture and protective hairstyles. In their enforcement guidance, the EEOC notes that:

• Policies that ban or restrict natural hairstyles associated with Black individuals may violate Title VII
• Employers cannot use "grooming policies" as a pretext for race discrimination
• "Professionalism" standards cannot be applied in a racially discriminatory manner

Recent EEOC Enforcement

In fiscal year 2024, the EEOC secured $700 million for over 21,000 victims of workplace discrimination. While not all cases involved hair discrimination, the EEOC has increasingly focused on race-based discrimination cases, including those involving natural hair.

What Types of Hair Discrimination Are Illegal?

Understanding what constitutes illegal hair discrimination can help you identify if you've experienced unlawful treatment.

Prohibited Employer Actions

The following actions may constitute illegal hair discrimination:

1. Refusing to hire someone because of their natural hairstyle
2. Terminating employment based on hair texture or protective styles
3. Denying promotions to employees who wear natural hairstyles
4. Implementing grooming policies that disproportionately impact Black employees
5. Creating a hostile work environment through comments about natural hair
6. Requiring employees to alter their natural hair as a condition of employment

Examples of Discriminatory Policies

• "No dreadlocks" policies
• "No braids" policies
• Requiring hair to be "neat" or "professional" when applied in a racially discriminatory way
• Policies that permit hairstyles common to other races but prohibit those associated with Black individuals
• Dress codes that require "conservative" or "traditional" hairstyles when used to exclude natural Black hairstyles

How Do I Know If I'm Experiencing Hair Discrimination?

Hair discrimination isn't always obvious. Here are some questions to consider:

Key Indicators

1. Have you been criticized for your natural hairstyle while colleagues with similar hairstyles (but different racial backgrounds) are not?
2. Has your employer implemented a grooming policy that specifically targets hairstyles commonly worn by Black individuals?
3. Have you been told your hair is "unprofessional," "distracting," or "inappropriate" without clear, non-discriminatory justification?
4. Have you been required to change your hairstyle as a condition of employment or advancement?
5. Have colleagues or supervisors made derogatory comments about your hair or natural Black hairstyles in general?

Documentation Is Critical

If you suspect hair discrimination, start documenting everything:

• Written policies: Keep copies of any grooming or appearance policies
• Communications: Save emails, text messages, or written notes about your hair
• Witness statements: Identify coworkers who witnessed discriminatory comments or actions
• Timeline: Create a detailed timeline of events, including dates and specific incidents
• Performance reviews: Keep records showing your job performance is satisfactory
• Comparative evidence: Note if employees of other races are treated differently

What Are My Rights If I Experience Hair Discrimination?

If you believe you've experienced hair discrimination, you have several legal options.

Internal Complaint Process

1. Review your employee handbook for the company's discrimination complaint procedure
2. File a complaint with HR or your supervisor (unless they're the discriminating party)
3. Keep documentation of your internal complaint and the company's response
4. Note any retaliation that occurs after filing your complaint

Filing an EEOC Charge

You have the right to file a charge of discrimination with the EEOC. Here's what you need to know:

Time Limits

• Federal employees: Must contact an EEO counselor within 45 days of the discriminatory act
• Private sector, state, and local government employees: Must file within 180 days (extended to 300 days if a state or local anti-discrimination agency also has jurisdiction)

How to File

1. Contact the EEOC: Call 1-800-669-4000 or visit their website at eeoc.gov
2. Submit your information: You can file online, by mail, or in person at an EEOC office
3. Participate in the investigation: The EEOC will investigate your charge and may request additional information
4. Mediation option: The EEOC may offer mediation as a way to resolve the dispute

What the EEOC Can Do

• Investigate your claim
• Attempt to settle the case through mediation or conciliation
• File a lawsuit on your behalf (in some cases)
• Issue a "right to sue" letter allowing you to file your own lawsuit

Filing a Lawsuit

If the EEOC issues a right to sue letter, you have 90 days to file a lawsuit in federal court. You'll need an experienced employment discrimination attorney to help you navigate this process.

What Should I Do If I'm Experiencing Hair Discrimination Right Now?

If you're currently facing hair discrimination at work, take these immediate steps:

Protect Yourself

1. Document everything: Write down dates, times, people involved, and what was said or done
2. Keep all communications: Save emails, texts, and any written policies
3. Take photos if appropriate: Document your hairstyle and workplace
4. Identify witnesses: Note who was present during discriminatory incidents
5. Don't quit: If possible, stay employed while pursuing your claim to avoid complications

Seek Support

1. Talk to trusted colleagues: Find out if others have experienced similar treatment
2. Contact employee resource groups: Many companies have diversity or affinity groups that can provide support
3. Reach out to advocacy organizations: Groups like the NAACP or National Women's Law Center may offer resources
4. Consult an attorney: Get professional legal advice about your specific situation

Know Your Protection Against Retaliation

Federal law prohibits employers from retaliating against you for:

• Filing an EEOC charge
• Participating in a discrimination investigation
• Opposing discriminatory practices
• Requesting reasonable accommodations

Retaliation can include termination, demotion, reduction in pay, or creating a hostile work environment.

What Remedies Are Available If I Prove Hair Discrimination?

If you successfully prove hair discrimination, you may be entitled to several types of relief:

Monetary Damages

• Back pay: Wages you would have earned if not for the discrimination
• Front pay: Future lost earnings if you cannot return to your job
• Compensatory damages: For emotional distress, pain and suffering, and other non-economic harm
• Punitive damages: To punish the employer for particularly egregious conduct (in some cases)

Non-Monetary Relief

• Reinstatement: Getting your job back if you were fired
• Promotion: If you were denied a promotion due to discrimination
• Policy changes: Requiring the employer to change discriminatory policies
• Training: Mandating anti-discrimination training for management and staff

Caps on Damages

Under Title VII, there are caps on compensatory and punitive damages based on employer size:

• 15-100 employees: $50,000
• 101-200 employees: $100,000
• 201-500 employees: $200,000
• 501+ employees: $300,000

Back pay, front pay, and other equitable relief are not subject to these caps.

What Can Employers Do to Prevent Hair Discrimination?

While this guide focuses on employee rights, it's worth understanding what employers should be doing to create inclusive workplaces:

Best Practices for Employers

1. Review grooming policies: Eliminate policies that ban or restrict natural hairstyles
2. Train management: Educate supervisors about implicit bias and hair discrimination
3. Update employee handbooks: Include explicit anti-discrimination language covering hair texture and protective styles
4. Create reporting mechanisms: Ensure employees have safe ways to report discrimination
5. Take complaints seriously: Investigate and address complaints promptly and thoroughly

What Are Common Misconceptions About Hair Discrimination?

Understanding what's true and what's not can help you better advocate for your rights.

Myth vs. Reality

Myth: "It's just a dress code"”employers can enforce any grooming standards they want." Reality: Dress codes and grooming policies cannot be applied in a discriminatory manner based on race.

Myth: "Natural Black hairstyles are unprofessional." Reality: This is a stereotype rooted in racism. Professionalism is about job performance, not hair texture.

Myth: "If Oklahoma hasn't passed the CROWN Act, I have no legal protection." Reality: Federal anti-discrimination laws still apply, and the EEOC explicitly recognizes hair discrimination as race discrimination.

Myth: "I have to prove my employer intentionally discriminated." Reality: You need to show the policy or action had a discriminatory effect, even if there was no intent to discriminate.

What Practical Steps Can I Take to Protect My Rights?

Here's a checklist of actions you can take:

Before Starting a New Job

• Research the company's culture: Look for information about diversity and inclusion
• Review the employee handbook: Ask about grooming policies during the interview process
• Ask questions: Inquire about the company's stance on natural hairstyles
• Look for visual cues: Notice the diversity of hairstyles among current employees

While Employed

• Know your rights: Stay informed about anti-discrimination laws
• Document your performance: Keep records showing you meet or exceed job expectations
• Build relationships: Cultivate allies and supporters in the workplace
• Join employee groups: Participate in diversity and inclusion initiatives
• Speak up respectfully: If you notice problematic policies, bring them to management's attention

If Discrimination Occurs

• Act quickly: Don't wait to document incidents or seek help
• Follow procedures: Use your employer's internal complaint process
• Preserve evidence: Keep all documentation organized and secure
• Seek legal counsel: Consult with an experienced employment attorney
• File timely charges: Don't miss EEOC filing deadlines

What Are Recent Developments and Trends?

The fight against hair discrimination continues to evolve:

Growing Recognition

• More states are passing CROWN Act legislation each year
• Major corporations are proactively revising their grooming policies
• Courts are increasingly recognizing hair discrimination claims
• Public awareness of the issue continues to grow

Corporate Initiatives

Many employers are taking steps to address hair discrimination without waiting for legal mandates:

• Eliminating appearance policies that ban natural hairstyles
• Providing diversity and inclusion training
• Creating employee resource groups for underrepresented communities
• Publicly supporting CROWN Act legislation

Legal Victories

Recent EEOC cases and settlements have reinforced protections against hair discrimination, setting important precedents for future cases.

What Resources Are Available?

If you need help or want to learn more:

Government Resources

• EEOC Website: eeoc.gov
• EEOC Hotline: 1-800-669-4000
• Oklahoma EEOC Office: Contact information available on EEOC website

Advocacy Organizations

• NAACP: Provides resources and advocacy for civil rights issues
• National Women's Law Center: Focuses on issues affecting women, including employment discrimination
• CROWN Coalition: Organization dedicated to ending hair discrimination

Legal Assistance

• Legal Aid Services: May provide free or low-cost legal help for qualifying individuals
• Bar Association Referrals: Can help you find attorneys specializing in employment discrimination
• Private Attorneys: Experienced employment lawyers can provide representation

What Are the Next Steps?

If you believe you've experienced hair discrimination or want to protect your rights:

1. Educate yourself: Understanding your rights is the first step in protecting them
2. Document everything: Start keeping detailed records now
3. Seek legal advice: Consult with an experienced employment discrimination attorney
4. Don't wait: Time limits for filing complaints are strict"”act promptly
5. Know you're not alone: Many resources and advocates are available to support you

Hair discrimination is illegal, and you have the right to wear your natural hair with pride. Whether you're experiencing discrimination now or want to be prepared for the future, understanding your legal protections is essential.

Schedule a Consultation

If you're experiencing hair discrimination or other workplace discrimination in Oklahoma, New Horizons Legal can help. Our experienced attorneys understand the unique challenges Black women face in the workplace and are committed to fighting for your rights.

This post is for general informational purposes only and does not constitute legal advice. Every case is unique. Consult a qualified immigration attorney to discuss your specific situation.

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