Let's talk about Hair

The recent campaign partnership between LinkedIn and Dove to end race- based hair bias and discrimination has got me thinking about the role of hairstyles, hair bias, and what is deemed as 'professional hair' in the workplace.

If you're white and male, it's unlikely you've ever had to think about a topic like this. To be honest, I've been on a learning journey myself.

Hair discrimination is?bias against those with hairstyles associated with their racial, ethnic and cultural identities.

The recent research study commissioned by Linkedin and Dove unearthed a few key findings:

• Black women’s hair is 2.5x more likely to be perceived as unprofessional.
• Approximately 2/3 of Black women (66%) change their hair for a job interview. Among them, 41% changed their hair from curly to straight.?
• Black women are 54% more likely (or over 1.5x more likely) to feel like they have to wear their hair straight to a job interview to be successful.??

Full article & findings here: (including the 3 actions you can take to raise awareness, educate yourself and create a more equitable workplace)

Unilever in 2020 (parent company to Dove) had also backed the anti-discrimination campaign, pledging to protect workers with afros and dreadlocks.

This is good inclusive practise - where brand and parent company are joined up and consistent in their commitment to ending hair discrimination, a step towards fostering equitable practices in the workplace.

Race based hair discrimination starts young in schools. In the UK for example, black children continue to suffer persistent discrimination because of their hair. School policies on uniform and appearance deemed 'neutral' were found to indirectly discriminate (there was the legal case of Chikayzea Flanders for example - a boy who was told on his first day at his Fulham boys school in west London in 2017 that his dreadlocked hair, which he wore tied up, failed to comply with the school’s uniform and appearance policy and was advised to have it cut or face suspension.)

What is 'professional hair for the workplace' ?

So even with hair, we have a 'centre' and a 'norm'. The lens through which we define 'professional hairstyles for the workplace' are the kind you see on newsreaders, in Fortune and Forbes magazines, on white people TV sitcoms. Straight, short & neat (for men), coiffed & polished-often 'long' (for women), and a regular 'hair' colour (no crazy colours pls).

I've been thinking about my hair style choices of late and the impact it might have on making a 'professional impression'. Whilst I was born with 'straight, black, Chinese girl' hair, I have been experimental with my hairstyles throughout my life. 3 years ago, I got tired of my long, feminine locks and lobbed it all off.

And it was a drastic change.

Shaved sides, coiffed front (not unlike a woodpecker). The reactions have ranged from "Oh, I thought you were lesbian" (cue the stereotypes associations!) to "(Gasp) What were you thinking?" When I left the corporate world last year, I took things one step further and dye'd a section of my hair to resemble a red flame. Probably some symbolic act of rebellion (see evidence below)!

But now that I'm starting to meet clients for projects, I'm wondering - how will I be judged in the workplace with hair like this? How might this impact my ability to make a positive impression?

Where I'm landing is that I should be proud of 'bucking the norm' of professional hairstyles. I recognise my hairstyle is a personal choice - it is not because of my racial, ethnic or cultural identity. It is a rejoicing in creative self expression. The freedom I have to MAKE that choice is in itself a huge privilege.

In a world where women in Iran are cutting their hair as a statement against oppression, it is a powerful reminder that women's hair throughout history has been symbolic of independence and freedom.

It can start revolutions.

I applaud companies and brands who are championing this initiative.

Your hair can be your power.

In other news, some bits & pieces:

A definition of Inclusive Branding & Innovation :

Link to a short post I wrote this week expanding on this definition:

Inclusive Fashion: At London Fashion week, the designer Victoria Jenkins who created the fashion brand 'Unhidden' (a multi award winning, socially responsible adaptive fashion brand for people with (and without) disabilities) held a runway show featuring 30 models who all live with a disability, chronic condition or visible difference.

Jenkins points out that, by ignoring disability, fashion brands are missing out on a significant pool of potential customers.?Twenty-two per cent of people in the UK live with a disability, ?according to estimates from the UK government’s Family Resources Survey. “People have told me ‘oh, what you do it's very niche’, but I don't consider one in five people to be niche, that’s an awful lot of people,” says Jenkins.?

Listen to my latest Let's Crew & Riot Podcast featuring Amber Coleman-Mortley who leads Community & Culture at The Female Quotient . She lives a life centered around equality, equity and civic/communal practices.?Amber is an all-round badass woman who also shares my passion for the art of dinner table conversations.?

As always, a random bit of fun to finish!

Happy Friday Folks !! xx Chin Ru

#inclusion #branding #BlackHairIsProfessional #discrimination #disabilityinclusion

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Hi, I'm Chin Ru. I'm the founder CEO of?Crew?&?Riot. ?My mission is to help leaders build inclusive brands and cultures in the digital age.

Here's how I can help you:

• Brands that drive equity and inclusion
• Innovations with positive social impact
• Team?cultures and leaders who embrace diversity & belonging
• Leadership Coaching

If any of this interests you, please drop me a message on Linkedin and we can arrange a no obligation discovery call.