Curlfriends...it’s been a long time coming.
As much as we wished that the curly road to the CROWN Act was an easy breezy one, that’s far from the truth.
Honestly? It’s been chaotic, crushing, and during some points, completely ridiculous.
EEOC v. Catastrophe Management Solutions
Chasity C. Jones was ready to start her new job as a customer service representative off on the right curl. Instead, her employer rescinded her offer after she refused to cut her locs.
Jenkins v. Blue Cross Mutual Hospital Insurance
Beverly Jenkins was rocking her fro, loud and proud, when her employer, Blue Cross Mutual Hospital Insurance, had the nerve to tell her that her natural hair was “inappropriate.”
Jenkins took this case to court and actually won (which resulted in a win for curls everywhere!), but even still...that’s crazy.
Here’s an even crazier fact: cases like these are still happening. Yes, in 2021!
The worst part? They’re happening to the kiddos.
We’re sure you’ve heard of these disappointing stories:
The last case especially hits close to home for us. As a Chicago-based hair company, our heart aches at the thought of a child being punished for his natural hair in our city.
These instances tell a tale as old as time. They have only proved this important point to be true:
Hair discrimination needs to be banished.
We’ve seen how hair discrimination affects the livelihoods of our Black hair community. Women have literally lost out on jobs, promotions, and related opportunities due to their natural hairstyles.
There are so many devastating effects that can occur to kiddos from hair discrimination, such as:
- Lack of education
- Lack of confidence
- Lack of self-love for their natural hair
This is why it’s so important that the CROWN Act (approaching its second anniversary) is up and running to protect curls, kinks, and coils everywhere against hair discrimination.
Have you ever experienced an issue with hair discrimination? Let’s start a conversation in the comments below!