American Screening, a drug and medical testing supply company based in Shreveport, Louisiana, has agreed to pay $50,000 to a former employee who was allegedly fired for wearing her naturally curly hair. The EEOC brought a lawsuit on her behalf, taking a position that asking an employee to change or conceal their natural hair texture is racial discrimination. The EEOC contends American Screening violated Title VII of the Civil Rights Act with this case of hair discrimination.
Fired for stereotypes about appearing professional
According to the EEOC’s lawsuit, a Black employee was hired for a sales position with American Screening. When she interviewed with the company, she wore a wig with long, straight hair. The owner said that the worker came in with beautiful hair. Once the employee began working, she started wearing her hair in its natural fashion and stopped using a wig.
The owner of American Screening directed a human resources manager to counsel the employee to wear her hair in a more professional fashion. The owner also directed the employee to use the wig with straight hair again. When the employee declined, she was fired. A white worker was hired to replace her.
Hair texture can’t be changed
The employee’s hair was type 4-A on the hair type system, which is associated with Black women. Many Black women and men of all nationalities have hidden their natural hair out of concerns that it might be considered unprofessional.
Whether hair is styled out of protecting their natural hair and scalp or for cultural significance, Black women and men have often suffered discrimination in workplaces, real estate transactions, and in educational institutions, at all ages. The EEOC alleges that hair discrimination in the workplace violates Title VII, which prohibits firing employees for their race.
Just as an employer could not ask an employee to change the color of their skin, they cannot be subjected to different terms based on their natural hair texture.
Lawsuit settled
American Screening is under a three-year consent decree that settles the EEOC’s lawsuit. In addition to the monetary relief for the employee, the company will also need to enact policies that prevent future discrimination. The employer will also need to regularly report to the EEOC about any race discrimination complaints made during the consent decree.
All employers should take notice that professional standards rooted in racial prejudices are prohibited in the workplace. Black men and women should not have their employment opportunities limited for their natural hair texture.
