CBA Record May-June 2025

CELEBRATING BLACK HISTORY MONTH

personal – it’s inherently cultural, passing down thousands of years of history from generation to generation. Hair discrimi nation isn’t just a microaggression – it’s racist. And its past time we prohibit it.” The CROWN Coalition is an organization dedicated to having similar legislation enacted in every state. It comprises legislators, organizations, and individuals, including Sanders Rucker. To date, iterations of the CROWN Act have been passed in 25 states including Alaska, Nebraska, New Jersey, and New York, and in Washington, D.C. Other Workplace Considerations and Protections McPherson, an attorney who focuses on employment and education discrimination, then introduced the other panelists and opened the question-and-answer session. Hunter, an Illinois State Senator for over 20 years repre senting the Third Legislative District, applauded passage of the Jett Hawkins Law but knew that it was not enough. She vowed to fight for inclusive workplaces because “Hairstyles do not affect a person’s ability to the job… Imagine having to choose between your job and your identity.” She observed that the CROWN Act is not just about hair; “it’s about recognizing the deep connection between our hair and our sense of self.” Vernon, a staff attorney at the Illinois Department of Human Rights Commission, is one of eight other attorneys tasked with reviewing reports of discrimination. Attorneys at the Commission, a statutory agency, investigate and enforce allegations of violations of the Illinois Human Rights Act. McPherson fielded questions from attendees about whether the CROWN Act protects people’s decisions to wear their hair in a certain color or wear wraps or hair decorations like beads. The panelists agreed that while natural hair and protected styles such as braids are protected, decorative hair pieces are not. There is a separation between race and cultural aesthetics which include hair adornments such as combs and pins. They noted that a person wearing a head wrap for a sin cerely held religious reason may be protected under federal law; however, it is not protected if the wrap is worn solely for fashion purposes. The panelists also agreed that the CROWN Act does not protect hair color or fashion choices. Vernon shared that as of January 1, 2025, under the Illi nois Human Rights Act, a person has two years after the date of an incident to file a charge of discrimination, harassment, or retaliation in all areas except housing cases, which must still be brought within one year after the alleged violation. The presentation concluded with the panelists sharing best practices to ensure inclusive workplaces and schools, such as having written dress and grooming policies that are consistent and fair. An on-demand version of the presentation can be found at learn.chicagobar.org.

Natural Hair in the Workplace: What Are Your Rights? By Tracy Sanders Rucker Reviewed by Daniel A. Cotter, Dickson Wright, CBA Record Editorial Board

In Natural Hair in the Workplace: What Are Your Rights?, attorney Tracy Sanders (now Sanders Rucker) provides a brief, prac tical, and informative guide to understanding legal protec tions against discrimination based on natural hair and pro tective hairstyles. She explores the history and cultural sig nificance of natural hair, par ticularly for Black individuals,

and examines how societal biases have shaped workplace grooming policies that often marginalize people of color. The book breaks down key federal laws, such as Title VII of the Civil Rights Act of 1964, and explains how these laws have been applied, or have failed to protect, employees facing hair-based discrimination. Sanders Rucker highlights real-world cases where employees were denied jobs, pro motions, or subjected to discipline because of their natural hair, shedding light on the legal and social challenges indi viduals encounter. The book also covers the context that led to passage of the Illinois CROWN Act and similar state-level legislation that explicitly prohibits hair discrimination. It offers readers practical steps on how to file complaints, document inci dents, and advocate for inclusive workplace policies. Ultimately, Sanders Rucker empowers readers with the knowledge and resources needed to assert their rights, challenge discriminatory practices, and foster greater acceptance and respect for natural hair in professional envi ronments. Her book includes numerous case studies at the end that can be used to assess the challenges individuals may have with respect to hair discrimination in schools and workplaces and explains rights that may be available to pro tect them.

CBA RECORD 13