{"id":2817,"date":"2021-01-25T16:43:14","date_gmt":"2021-01-25T21:43:14","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=2817"},"modified":"2023-12-12T16:30:44","modified_gmt":"2023-12-12T21:30:44","slug":"hairy-struggle-of-recruiting-bias","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/hairy-struggle-of-recruiting-bias\/","title":{"rendered":"Guest Blog: The Hairy Struggle of Recruiting Bias"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Power suit. Makeup on point.\u00a0 And the hair \u2014 natural, twisted, nappy, tousled? \u201cShoutout to the people who told me I wouldn\u2019t be able to get\/keep a broadcast news job with a short natural haircut. Jokes on you, huh?\u201d TV journalist Lena Pringle posted on Twitter in September.\u00a0 Pringle\u2019s post was retweeted nearly 11,000 times and gets at the hairy situation flagged by Duke University professor Ashleigh Shelby Rosette. She published a study in August 2020 that points toward a potential drain of Black talent unless there is a coarse \u2014 yes, coarse \u2014 correction in the marketplace.\u00a0 Rosette spearheaded research yielding evidence of workplace discrimination against Black people with natural hairstyles. Black people\u2019s hair can be coarse and tightly coiled, unlike that of most White people, upon whom norms of professionalism and competence are historically set, Rosette explained in a webinar.\u00a0 During that webinar, Rosette said her research led a Black man to share about declining a six-figure job offer after the employer encouraged him to change his natural hairstyle to something more in line with a \u201ctraditional\u201d corporate look. Rosette\u2019s research is rooted in the marketplace experiences of Black women, who over the years have chemically straightened their hair to conform with workplace norms. Black women have endured hits to their self-esteem and lost career opportunities on account of rigid societal standards, Rosette explained.\u00a0 Employers serious about diversity, equity, and inclusion will promote a culture making it clear that nondiscriminatory hiring practices account for race, disability, ethnicity, gender identity, religion \u2014 and hairstyle. Doing so positions organizations as inclusive and culturally aware, since the straightening process for Black hair can be both costly to the pocketbook and harmful to the scalp. This is beyond a touchy-feely, pun intended, a reference to the microaggression, \u201cCan I touch your hair?\u201d Those addressing hair-based discrimination are demonstrating that they fundamentally get it and are in step with movements such as the CROWN Act \u2014 CROWN is short for Creating a Respectful and Open World for Natural Hair. It\u2019s a push to prohibit race-based hair discrimination. It\\'s a real thing. In fact, it\\'s a federal law in seven states, born out of a CROWN study that revealed Black women are 30 percent more likely than non-Black women to be made aware of workplace appearance policies. The study showed that Black women are 3.4 times more likely than non-Black women to be perceived as unprofessional, and Black women are 80 percent more likely to believe they have to change their hairstyles from their natural states in order to fit in at work.\u00a0 It\u2019s worth considering how many game changers organizations have missed out on because of hairstyles; or the number of qualified Black candidates denied employment due to implicit bias suggesting kinky hairstyles are indicative of folks who aren\u2019t as competent as individuals with classic, coiffed cuts. For some, natural hairstyles feed confirmation bias, specifically, to regard the wearers as urban, in the worse sense of the word, and interviewers listen more attentively for colloquialisms or signs of militancy that might creep into the workplace upon hiring non-conforming Black candidates.\u00a0 Yet consider how strongly an organization would have been positioned during the recent spotlight on racial inequities\u00a0 if it had more boardroom seats filled with Black leaders who were ready to message their employees, clients, customers and the community at large.\u00a0 Think about buy-in for a brand not pledging to get it right racially but are already doing so. Understand the residual business of being on the receiving end when there\u2019s a push to buy Black. As has been said in, well, urban sectors, it\u2019s not a matter of talking about it but being about it.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Before moving to school public relations, John McCann was a full-time, mainstream journalist covering subject matter from criminal courts to basketball courts, including a couple of Final Fours.\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<span style=\"font-weight: 400;\">Power suit. Makeup on point.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And the hair \u2014 natural, twisted, nappy, tousled?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cShoutout to the people who told me I wouldn\u2019t be able to get\/keep a broadcast news job with a short natural haircut. Jokes on you, huh?\u201d TV journalist Lena Pringle posted on Twitter in September.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Pringle\u2019s post was retweeted nearly 11,000 times and gets at the hairy situation flagged by Duke University professor Ashleigh Shelby Rosette. She published a<\/span><a href=\"https:\/\/journals.sagepub.com\/doi\/10.1177\/1948550620937937#\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"> study in August 2020<\/span><\/a><span style=\"font-weight: 400;\"> that points toward a potential drain of Black talent unless there is a coarse \u2014 yes, coarse \u2014 correction in the marketplace.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8876 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/04\/NEW-TDM-Library-Display-Ad_Large-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Rosette spearheaded research yielding evidence of workplace discrimination against Black people with natural hairstyles. Black people\u2019s hair can be coarse and tightly coiled, unlike that of most White people, upon whom norms of professionalism and competence are historically set, Rosette explained in a webinar.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">During that webinar, Rosette said her research led a Black man to share about declining a six-figure job offer after the employer encouraged him to change his natural hairstyle to something more in line with a \u201ctraditional\u201d corporate look.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Rosette\u2019s research is rooted in the marketplace experiences of Black women, who over the years have chemically straightened their hair to conform with workplace norms. Black women have endured hits to their self-esteem and lost career opportunities on account of rigid societal standards, Rosette explained.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employers serious about diversity, equity, and inclusion will promote a culture making it clear that nondiscriminatory hiring practices account for race, disability, ethnicity, gender identity, religion \u2014 and hairstyle. Doing so positions organizations as inclusive and culturally aware, since the straightening process for Black hair can be both costly to the pocketbook and harmful to the scalp.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is beyond a touchy-feely, pun intended, a reference to the microaggression, \u201cCan I touch your hair?\u201d Those addressing hair-based discrimination are demonstrating that they fundamentally get it and are in step with movements such as the <\/span><a href=\"https:\/\/www.congress.gov\/bill\/116th-congress\/house-bill\/5309\/text#:~:text=To%20prohibit%20discrimination%20based%20on%20an%20individual's%20texture%20or%20style%20of%20hair.&amp;text=This%20Act%20may%20be%20cited,%E2%80%9CCROWN%20Act%20of%202020%E2%80%9D.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">CROWN Act<\/span><\/a><span style=\"font-weight: 400;\"> \u2014 CROWN is short for Creating a Respectful and Open World for Natural Hair. It\u2019s a push to prohibit race-based hair discrimination. It&#8217;s a real thing. In fact, it&#8217;s a federal law in seven states, born out of a CROWN study that revealed Black women are <\/span><a href=\"https:\/\/static1.squarespace.com\/static\/5edc69fd622c36173f56651f\/t\/5edeaa2fe5ddef345e087361\/1591650865168\/Dove_research_brochure2020_FINAL3.pdf\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">30 percent more likely<\/span><\/a><span style=\"font-weight: 400;\"> than non-Black women to be made aware of workplace appearance policies. The study showed that Black women are 3.4 times more likely than non-Black women to be perceived as unprofessional, and Black women are 80 percent more likely to believe they have to change their hairstyles from their natural states in order to fit in at work.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s worth considering how many game changers organizations have missed out on because of hairstyles; or the number of qualified Black candidates denied employment due to implicit bias suggesting kinky hairstyles are indicative of folks who aren\u2019t as competent as individuals with classic, coiffed cuts. For some, natural hairstyles feed confirmation bias, specifically, to regard the wearers as <\/span><i><span style=\"font-weight: 400;\">urban<\/span><\/i><span style=\"font-weight: 400;\">, in the worse sense of the word, and interviewers listen more attentively for colloquialisms or signs of militancy that might creep into the workplace upon hiring non-conforming Black candidates.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Yet consider how strongly an organization would have been positioned during the recent spotlight on racial inequities\u00a0 if it had more boardroom seats filled with Black leaders who were ready to message their employees, clients, customers and the community at large.\u00a0 Think about buy-in for a brand not <\/span><i><span style=\"font-weight: 400;\">pledging <\/span><\/i><span style=\"font-weight: 400;\">to get it right racially but are already doing so. Understand the residual business of being on the receiving end when there\u2019s a push to buy Black. As has been said in, well, urban sectors, it\u2019s not a matter of talking about it but being about it.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8041 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><i>Before moving to school public relations, <a href=\"https:\/\/www.linkedin.com\/in\/john-mccann-32b7859\/\" target=\"_blank\" rel=\"noopener\">John McCann<\/a> was a full-time, mainstream journalist covering subject matter from criminal courts to basketball courts, including a couple of Final Fours. <\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Power suit. Makeup on point.\u00a0 And the hair \u2014 natural, twisted, nappy, tousled? \u201cShoutout to the people who told me I wouldn\u2019t be able to get\/keep a broadcast news job15<\/p>\n","protected":false},"author":2,"featured_media":2818,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[61,5,36],"tags":[69,109,78,76],"tdm_type":[92],"class_list":["post-2817","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-hiring-onboarding-and-retention-strategies","category-blogs","category-diverse-hiring-resources","tag-bias","tag-gender","tag-microaggressions","tag-race","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Guest Blog: The Hairy Struggle of Recruiting Bias - The Diversity Movement<\/title>\n<meta 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