Hair Bias in the Workplace: A Critical Human Resource Development Perspective

Abstract

The Problem Managers and other individuals in the workplace may have a bias, either conscious or unconscious, against Black women based on their appearance. Since slavery, Black people with lighter skin complexion and straighter hair have been given preferences and privileges not afforded Black people with darker skin or those with naturally kinky hair. This study brings this subtle form of discrimination to the attention of Human Resource Development professionals and sheds light on how such interactions may affect their learning, development, and performance. The Solution Using a critical Human Resource Development lens, we suggest that managers, organizational leaders, and decision-makers are educated to recognize and address hair bias. Leaders must ensure compliance with the CROWN Act and legislation that prohibits discrimination against natural and protective hairstyles. The Stakeholders Stakeholders include U. S. Human Resource Development professionals, hiring managers, recruiters, and leaders who are concerned with hiring and promoting diverse talent.

Mapping the Future of Intersectional Research in Human Resource Development: An Integrated Literature Review

“…The exception was Hutchins and Kovach (2019) which reviewed each institution’s grant proposal and website. The other half ( n = 12) were non-empirical studies, including perspective (Byrd, 2014; Davis et al, 2020; Johnson & Thomas, 2012; Lanier et al, 2022; Trusty et al, 2023), conceptual (Kang et al, 2015; Santamaría et al, 2022; Thomas et al, 2010), and literature review studies (Alfred et al, 2019; Manongsong & Ghosh, 2021; Sims, 2022; Syed & Ali, 2019).…”

“…In the third issue of ADHR 2022, the editors (Sims & Carter, 2022) again highlighted the problem of the lack of leadership research on women of color in HRD since the call to action in the 2009 Special Issue of ADHR. Four research articles (Lanier et al, 2022; Santamaría et al, 2022; Sims, 2022; Trusty et al, 2023) responded to their call. Specifically, Sims’s (2022) literature review of women of color leaders in the HRD journals showed that they are still not represented in leadership even after the 2009 Special Issue.…”

“…In addition, Lanier et al (2022) and Santamaría et al (2022) provided a conceptual framework incorporating a sociocultural perspective on leadership. Trusty et al (2023) discussed hair bias against Black women working in the US.…”

Black Women’s Body Image: Implications for Identity Formation and Well-Being

“…For example, Black girls' pubertal development and skin color have been associated with greater monitoring and punishment in school settings, where Black girls receive harsher punishment than their White peers (Blake et al, 2022;Morris, 2016;Osinubi et al, 2022). Similarly, American cultural spaces still enforce European hair standards on Black women in work and educational spaces, despite evidence of these practices' real potential for psychological and physical harm (e.g., Dawson et al, 2019;Essien & Wood, 2021;Trusty et al, 2023). In turn, Black women who do not embrace or present White standards of beauty not only face negative evaluations of their appearance but also are evaluated more negatively across personality, intelligence, employment options, economic mobility, and educational domains (e.g., Dawson et al, 2019;Essien & Wood, 2021;Harrison & Thomas, 2009;Trusty et al, 2023;Wade & Bielitz, 2005).…”

“…Similarly, American cultural spaces still enforce European hair standards on Black women in work and educational spaces, despite evidence of these practices’ real potential for psychological and physical harm (e.g., Dawson et al, 2019; Essien & Wood, 2021; Trusty et al, 2023). In turn, Black women who do not embrace or present White standards of beauty not only face negative evaluations of their appearance but also are evaluated more negatively across personality, intelligence, employment options, economic mobility, and educational domains (e.g., Dawson et al, 2019; Essien & Wood, 2021; Harrison & Thomas, 2009; Trusty et al, 2023; Wade & Bielitz, 2005). Further, these messages surrounding beauty standards not only impact evaluations of specific phenotypic cues but also influence the physical, emotional, and psychological well-being of Black women across their lifespan (e.g., Abrams et al, 2020; Bartholomew et al, 2023; Landor & McNeil Smith, 2019).…”