The CROWN Act: Fighting Hair Discrimination in America
Understanding the landmark legislation protecting natural hair and cultural identity
Hair discrimination represents one of the most insidious forms of racial bias in modern America, affecting millions of Black Americans in schools and workplaces across the nation. The CROWN Act, standing for Creating a Respectful and Open World for Natural Hair, emerged as a groundbreaking legislative response to this systemic issue, fundamentally reshaping how we understand and protect against race-based discrimination.
Understanding the Scope of Hair Discrimination
Hair discrimination is rooted in systemic racism, with policies that prohibit natural hairstyles serving to preserve white spaces and exclude Black individuals from educational and professional opportunities. This form of discrimination has been used to justify the removal of Black children from classrooms and Black adults from their employment, creating barriers that extend far beyond simple aesthetic preferences.
The impact of hair discrimination is particularly severe for Black women, who are 1.5 times more likely to be sent home from work because of their hair. Research conducted by Dove in 2019 found that Black women are 30% more likely to be made aware of formal workplace policies regarding their hair compared to their non-Black counterparts. These statistics reveal the disproportionate burden placed on Black individuals to conform to Eurocentric beauty standards or face professional and educational consequences.
Without nationwide legal protections against hair discrimination, Black people are often forced to choose between expressing their cultural identity and maintaining access to opportunities. This creates an impossible situation where individuals must invest significant time and money to conform to standards that fundamentally reject their natural appearance and cultural heritage.
The Birth and Evolution of the CROWN Act
The CROWN Act movement began gaining momentum in 2019, with California leading the charge as the first state to pass comprehensive hair discrimination legislation. This pioneering law specifically prohibited discrimination based on natural hair textures and protective hairstyles commonly associated with race, including braids, locs, and twists.
The legislation was designed to address critical gaps in existing anti-discrimination laws, which had failed to provide adequate protection against hair-based discrimination. While the Civil Rights Act of 1964 offered protections against race-based discrimination, it did not include specific provisions for discrimination based on phenotypical markers that manifest race, such as hair texture. This loophole allowed employers and schools to engage in effectively race-based discrimination while claiming their policies were racially neutral.
Since California’s groundbreaking legislation, the movement has expanded rapidly across the United States. Twenty-four states have now passed versions of the CROWN Act, creating a patchwork of protections that continues to grow as more states recognize the importance of this civil rights issue.
Key Provisions and Legal Framework
The CROWN Act strengthens protections against hair-based discrimination by expanding the definition of race in employment, housing, education, and other laws to include characteristics signified through hair. This expansion provides crucial legal protections that were previously absent from federal and state anti-discrimination statutes.
The legislation explicitly defines protected characteristics, listing and defining “protective hairstyles,” “national origin,” and “race” among these protected categories. The bill text declares that “race is inclusive of traits historically associated with race, including, but not limited to, hair texture and protective hairstyles”. This comprehensive definition ensures that discrimination based on any aspect of natural hair expression falls under the umbrella of racial discrimination.
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Additionally, the CROWN Act recognizes that hair discrimination often intersects with religious discrimination. The legislation specifies that expressions of religious creed are protected, stating that “religious dress practice” shall be construed broadly to include religious clothing, head coverings, jewelry, artifacts, and any other items related to observing a religious creed.
Impact on Educational Environments
The educational implications of the CROWN Act cannot be overstated. In New York, the Dignity for All Students Act was amended in 2019 to incorporate CROWN Act principles, adding hair texture and protective hairstyles to the definition of race in order to protect students’ access to public education regardless of how they choose to style their hair.
Under these protections, schools are now required to ensure that teaching staff and school personnel understand that formal disciplinary action against students based on their natural hair texture and protective hairstyles is prohibited. This represents a fundamental shift in how educational institutions approach student expression and cultural identity.
The CROWN Act in educational settings helps promote school belonging and engagement for all students while reducing disparities in school discipline. Research has shown that these protections increase educational engagement and academic success while protecting students regardless of gender or gender identity. This comprehensive approach recognizes that hair discrimination affects all students who wear natural hairstyles, not just those from specific demographic groups.
School administrators are now empowered to create culturally responsive and sustaining school environments that reflect the diversity of their students, including their hairstyles, and support student self-expression. This shift represents a move away from policies that sought to suppress cultural expression toward those that celebrate and protect it.
Workplace Protections and Employer Responsibilities
In the workplace, the CROWN Act provides crucial safeguards that protect workers from discriminatory firing or punishment based on their expression of culture, religion, and identity through their hair. These protections address systemic racism in the workforce and help avoid severe consequences to the livelihoods of Black and brown people, such as job loss or career limitations.
Employers are now required to review and update their workplace policies to ensure compliance with CROWN Act requirements. This includes training staff on the expanded definitions of race and how these requirements apply to day-to-day workplace situations. Companies must ensure that dress codes and grooming policies do not inadvertently discriminate against employees who wear natural hairstyles or protective styles.
The legislation also recognizes that hair discrimination often intersects with other forms of bias. For example, grooming policies that disproportionately affect certain racial or ethnic groups may violate both hair discrimination protections and broader civil rights laws. Employers must take a comprehensive approach to ensure their policies are truly inclusive and non-discriminatory.
Recent Legislative Developments and Amendments
The CROWN Act continues to evolve as legislators and advocates work to strengthen and clarify its protections. In California, the law was amended in 2024 through Assembly Bill 1815, which was signed by Governor Gavin Newsom. This amendment clarified and expanded the definition of “race” in California’s anti-discrimination laws, including the Unruh Civil Rights Act.
The updated language now explicitly states that race includes traits associated with race, such as hair texture and protective hairstyles, removing previously vague terminology to avoid confusion. This clarification ensures that there is no ambiguity about what constitutes protected hair discrimination under the law.
At the federal level, efforts continue to pass comprehensive CROWN Act legislation that would provide nationwide protections. The CROWN Act of 2022 was introduced in Congress with the intention of prohibiting discrimination based on an individual’s hair texture or hairstyle across all states and territories. While this federal legislation has not yet been enacted, the growing state-by-state adoption of CROWN Act principles demonstrates the momentum behind this civil rights movement.
Cultural Significance and Identity Protection
Beyond its legal implications, the CROWN Act represents a broader recognition of the cultural significance of Black hairstyles and their connection to identity, heritage, and community. Protective hairstyles like braids, locs, and twists are not merely aesthetic choices but carry deep cultural meaning and practical benefits for maintaining healthy Black hair.
For many Black individuals, being forced to alter their natural hair or abandon traditional protective styles represents a form of cultural erasure. The CROWN Act acknowledges this reality and provides legal protection for cultural expression through hair. This recognition represents a significant step forward in the broader movement for racial equity and cultural acceptance.
The legislation also recognizes that hair discrimination affects individuals across gender lines, protecting all people who choose to wear natural hairstyles or protective styles regardless of their gender identity. This inclusive approach ensures that the law’s protections extend to all individuals who might face discrimination based on their hair.
Implementation Challenges and Solutions
While the CROWN Act represents significant progress, implementation presents ongoing challenges. Many employers and educational institutions lack awareness of the law’s requirements or struggle to understand how to modify existing policies to ensure compliance.
Training and education are crucial components of successful CROWN Act implementation. Organizations must invest in comprehensive training programs that help staff understand not only the legal requirements but also the cultural context and historical significance of the discrimination the law seeks to address.
Additionally, enforcement mechanisms vary significantly between states, creating inconsistencies in how violations are addressed and remedied. Some states have robust enforcement procedures with clear penalties for violations, while others rely primarily on existing civil rights enforcement structures.
The Road Ahead: Future of Hair Discrimination Protection
The CROWN Act movement continues to gain momentum across the United States, with new states considering legislation each year. Advocates are working to pass federal legislation that would provide comprehensive, nationwide protections against hair discrimination.
Beyond legislative efforts, the movement has sparked broader cultural conversations about bias, beauty standards, and inclusion. Companies and organizations are increasingly recognizing that true diversity and inclusion efforts must address all forms of discrimination, including those related to natural hair and cultural expression.
Educational initiatives are also expanding, with schools and universities incorporating discussions of hair discrimination into their diversity and inclusion curricula. These efforts help build awareness among young people about the importance of respecting cultural differences and the harmful effects of discriminatory policies.
Frequently Asked Questions
Q: What hairstyles are protected under the CROWN Act?
A: The CROWN Act protects natural hair textures and protective hairstyles commonly associated with race, including but not limited to braids, locs, twists, bantu knots, afros, and other natural styles.
Q: Does the CROWN Act apply to private employers?
A: Yes, in states where the CROWN Act has been enacted, the law typically applies to both public and private employers, as well as educational institutions.
Q: How can someone file a complaint under the CROWN Act?
A: Individuals who experience hair discrimination can typically file complaints with their state’s civil rights commission or equal employment opportunity agency, depending on their state’s enforcement structure.
Q: Are religious hairstyles also protected under the CROWN Act?
A: Yes, the CROWN Act includes protections for hairstyles and head coverings worn as part of religious observance, recognizing that hair discrimination often intersects with religious discrimination.
Q: What should employers do to comply with the CROWN Act?
A: Employers should review and update their dress codes and grooming policies, provide training to staff on the law’s requirements, and ensure that hiring and employment practices do not discriminate based on natural hair or protective hairstyles.
References
- https://www.nysed.gov/sites/default/files/programs/student-support-services/understanding-crown-act.pdf
- https://www.epi.org/publication/crown-act/
- https://www.californiaworkplacelawblog.com/2025/07/articles/uncategorized/refresher-on-californias-crown-act/
- https://www.paycor.com/resource-center/articles/the-crown-act-what-hr-leaders-need-to-know/
- https://en.wikipedia.org/wiki/CROWN_Act_of_2022
- https://www.thecrownact.com/about
- https://www.naacpldf.org/crown-act/
- https://www.thecrownact.com
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