The CROWN Act, which is short for Create a Respectful and Open World for Natural Hair, is a significant legislative development in California. It addresses discrimination based on hairstyles, particularly those associated with race and ethnicity.
Understanding this act involves fully understanding these three crucial points that underline this act’s significance and impact. Employers and employees alike should understand these points so they can ensure hairstyle-related discrimination doesn’t occur and that it’s addressed if it ever does manifest.
Protective styles are included
Styles such as braids, twists, locs and other forms of protective natural hairstyles are explicitly safeguarded against discrimination in workplaces and educational institutions. This is a groundbreaking shift that recognizes and respects diverse cultural hairstyles often worn by Black individuals and other people of color.
Natural hair is protected
The CROWN Act further extends its protection to natural hair that’s worn in styles other than ones classified as protective. This aspect of the act highlights its significance in diverse cultural identities. It acknowledges that those who embrace natural hair textures, often associated with specific racial or ethnic groups, have faced discrimination and prejudice in various spheres of society.
Retaliation for complaints is forbidden
Retaliation against individuals who lodge complaints related to hair discrimination is forbidden. This creates a safer environment for those affected, fostering a culture of accountability and better ensuring that complaints are addressed without fear of repercussion.
When discrimination because of natural hair or protective styles becomes a problem at work, employees have the right to file complaints. This can be a challenging undertaking, so seeking legal guidance can be helpful.