I Am NOT My Hair.

Angela Solomon • Feb 25, 2019

Not all hair textures are created equal. What I mean by that is, for years European standards of “acceptable hairdos” for men and women have created many inferiority complexes. This mindset has led to years of over chemically treated hair, not to mention the weave business boom. All of this for the sake of achieving longer, straighter hair that goes against the grain of naturally textured hair. I, myself, am a Black woman with natural hair. I decided to no longer perm 20 years ago, preferring my wet and go curls. Although I sometimes blowout my hair or get braids, what I like is the versatility of my hair and the freedom of being able to wear it how I see fit, and not based on standards and conformity. Trust me, over the years, I’ve gotten my share of comments and concerns voiced by employers and clients. Questions and comments ranging from: “can I touch your hair” to “wear your hair straight for this meeting.” You name it, I’ve heard it. The texture of my hair should not define how I do my job, and this applies for all workers.


The natural hair revolution for men and women of color has been going on for some time as we are starting to embrace our individuality and culture. Workplaces are starting to take notice too. Companies are discreetly (and not so discreetly) excluding men and women of color based on hairdo choices; this includes not hiring, firing, and basic discrimination. Last week’s New York Times article by Stacey Stowe, titled “New York City to Ban Discrimination Based on Hair,” covers the city’s progressive stance that bars companies from discriminating against women and men of color based on their hair. “The change in law applies to everyone in New York City but is aimed at remedying the disparate treatment of black people. The law gives New Yorkers the right to maintain their ‘natural hair, treated or untreated hairstyles such as locs, cornrows, twists, braids, Bantu knots, fades, Afros and/or the right to keep hair in an uncut or untrimmed state.” If caught discriminating, the City Commissioner’s office can force companies to pay $250k in fines and penalties and can also be forced to hire back employees discriminated against.


Hairdo biases in the workplace is a subtle and sometimes undetected form of discrimination, yet are still very much practiced without repercussions, but with very real consequences. Research shows persistent biases toward black women with natural hair. For instance, Locs, a form of natural hair, has been consistently ridiculed and regarded as dirty and unkept. The very term “dreadlocks” originated from the Middle Passage when African slaves packed into slaveships like cattle with unsanitary conditions hair naturally formed that way and was deemed “dreadful” by white slave owners. It is this historic baggage that carries over into what is deemed presentable hair styles in the workplace. This depiction has played a major role in the devaluing and limiting of people of color in the workplace.


I am hoping that more cities will take a cue from New York City, and follow suit to ban discrimination in the workplace on the basis of hair. It is important that we advance to a society that creates truly inclusive workplaces that celebrate differences; Workplaces that respect people’s artistic hair expression and base their performance on their work ethic and not appearance. Once companies recognize that they can be faced with penalties for unfair practices based on hair they will adopt better inclusive policies. It is yet another step in disabling employment disparities people of color experience on a daily basis in today’s workplace; adding another cap in the advancement of diversity and inclusive workplace initiatives. As India Arie puts it in her popular song: “I am not my hair”, so stop trying to shut out or limit workplace capabilities and career successes for people of color because of it.


I am someone who sees incredible potential and opportunity in places where some people don’t think to look. Minorities and women are still marginalized in the working world. As owner of a diversity staffing boutique, my team and I walk alongside our Clients in creating professional environments that are truly for ALL. I believe in our interconnectedness as a human race and strive every day to use my gifts to empower the workplace invisible and powerless. I rarely bet on certainty and always root for the underdog because after all, those are the best stories to tell.


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Diversity Recruiting Gone Wrong: Common Mistakes That Perpetuate Racial Bias

By Angela Solomon • 24 Apr, 2024
Diversity and inclusion have become critical priorities for many organizations in the corporate world. However, the methods used to achieve greater diversity in the workforce often fall short, perpetuating racial biases rather than dismantling them. In this post, we'll explore the underlying challenges and propose a more holistic approach to creating truly equitable and inclusive workplaces. The recent New York Times article titled: What Researchers Discovered When They Sent 80,000 Fake Resumes to U.S. Jobs highlights a sobering reality – decades of diversity initiatives have failed to address the persistent racial discrimination in hiring practices. This reveals a fundamental flaw in how many organizations have approached the challenge of diversity and inclusion. Too often, the focus has been on quick-fix solutions, such as setting diversity quotas or hosting one-off training sessions. While these measures may create an illusion of progress, they fail to address the deep-rooted systemic biases that continue to shape hiring decisions and workplace culture. To make meaningful and lasting change, organizations need to take a more comprehensive and sustained approach. This begins with acknowledging the complexity of the problem and recognizing that diversity and inclusion are not just HR concerns, but rather strategic priorities that must be embedded throughout the entire organization. Effective diversity and inclusion initiatives should focus on three key areas: 1. Talent acquisition : Instead of relying on traditional recruitment methods that tend to perpetuate homogeneity, organizations should adopt inclusive hiring practices that actively seek out diverse talent pools. This may involve collaborating with community organizations, investing in employee referral programs, and reducing the reliance on educational pedigree as a primary hiring criterion. 2. Organizational culture : Creating an inclusive work environment requires more than just diversity training. It necessitates a fundamental shift in organizational culture, where diversity is celebrated, and employees from all backgrounds feel valued and empowered to contribute. This may involve implementing mentorship programs, fostering employee resource groups, and ensuring that leadership teams reflect the diversity of the organization. 3. Systemic change : To achieve true equity, organizations must be willing to confront and dismantle the systemic barriers that perpetuate discrimination. This may involve conducting comprehensive pay audits, implementing robust anti-bias policies, and advocating for broader social and legislative changes that promote equity and inclusion. By taking a holistic and sustained approach to diversity and inclusion, organizations can move beyond superficial metrics and create workplaces that truly reflect the rich diversity of the world around them. This not only benefits employees but also strengthens the organization's ability to innovate, problem-solve, and better serve its diverse customer base. The challenge of diversity and inclusion is a complex and persistent one, but with a renewed commitment to creating meaningful and lasting change, organizations can play a pivotal role in building a more just and equitable society. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL free from bias and discrimination. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell. Follow me on IG, Facebook, TikTok, YouTube, LinkedIn @ HireBlackTalent.

Ask The Recruiter: When Should You Start Looking For Your Next Job Opportunity

By Angela Solomon • 24 Apr, 2024
As a recruiter, I field many questions throughout my workweek—about when is the right time to start looking for a new job. I think the answer is you should always know whats going on in your industry. You should always have a resume and a great elevator pitch because you never know when an opportunity may arise. It's essential to be proactive in your career development rather than waiting until you're unhappy in your current position or faced with unexpected job loss. By staying informed about industry trends and networking regularly, you can position yourself for success when making a move. Remember, it's better to be prepared and not need it than to need it and not be prepared. So here are questions you should be asking yourself: 1) Do I like my resume? 2) Am I satisfied with my pitch? 3) Can I join networks and groups that will advance my career? It's important to stay proactive in your career development by continuously educating yourself, networking, and staying up to date on industry trends. Doing so makes you better prepared to seize opportunities and navigate any potential setbacks. You can always be ready to showcase your skills and experience, as you never know when a potential employer may come knocking. In the fast-paced world of work, being prepared and proactive can make all the difference in advancing your career. I see incredible potential in places most people don't think to look. As a Black woman and small business owner of a diversity staffing boutique and career coaching service, my team and I walk alongside our clients in creating genuine professional environments for ALL. I believe in our interconnectedness as a human race and strive daily to use my gifts to empower the invisible and powerless. I rarely bet on certainty and always root for the underdog because those are the best stories to tell.
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