Also read: Ask the White Guy, Black hair, DiversityInc Top 50, promotion, career advice, workplace diversity
Question:
First off, I love reading your blog.
I am a Black woman from continental Africa who chooses to have natural Black hair, not relaxed or chemically altered in any way. I wear my natural hair not as some political statement but because it is the hair that God gave me and intended me to have, just as it was intended for some Caucasians to have blue eyes or blond hair.
I have heard about women and men of African descent being overlooked for promotions or outright being fired because they choose to wear their natural hair, braids, twists, mini Afros, locs and so forth. I understand that you do not represent all white people nor do you speak for the whole white race, but I wanted to know if whites in general feel disdain for natural Black hair in corporate America, or is it just an overblown issue?
Also, I have heard that the more "African" you look--dark-skinned, coarse hair (think Wesley Snipes, Whoopi Goldberg)--the more ignored and overlooked you will be in the workplace ... and the more light-skinned or "whiter" you appear (think Halle Berry or Beyoncé) you appear, the easier it is to get promotions. Is this really all true? Are there "preferred" Blacks in corporate America? Isn't diversity supposed to be inclusive of everyone--natural hair, blue eyes, fine hair, etc.?
Also, why does wearing natural hair, braids, locs, twists or any "Black" hairstyle that accommodates and is more healthy for our hair structure have to always be perceived as something negative, or worse, "political"? Why does the coarse hair on my head need to relaxed or chemically altered to be "presentable" in the workplace? Please be honest.
Answer:
There's no doubt in my mind that Black people have been overlooked for promotions because of natural hair or darker skin color. Psychological tests show that people most trust people who look like them. Since white men run most corporations in this country, straightened hair and/or lighter skin is going to be an advantage (disturbing, but let's keep it real).
However, allowing a bias like this to go unchecked is detrimental to business, as hair texture has no connection to talent or ability. An inability to manage past immaterial things like this makes a company less competitive.
This is where diversity management returns on investment. Companies that manage past bias and hire, mentor and promote equitably have better talent. They are also better prepared for the future as our country becomes more diverse. Our DiversityInc Top 50 data proves that representation is tied to recruitment and retention.
This isn't a theory; it's a reality for companies that earn a spot on The DiversityInc Top 50 Companies for Diversity®. DiversityInc Top 50 companies have up to twice as much representation of Black, Latino and Asian people in management than the overall management work force in the United States.
Equity equals quality. That means a corporate culture that is so out of touch with reality as to not have good diversity management in 2009 is not a good place for anyone to work--not just Black people.
If you think your company "isn't ready for natural hair," then you should check out our career center right now. However, please consider this carefully: Sen. Obama won a decisive majority of white people's votes, so if you think your company really isn't "ready for that," it may be that your perception is out of date.
I think America is ready for the Black women (and men, but this is mostly a woman's issue) in our lives to be more natural with their hair--and I'm looking forward to it.
Readers' Comments
Luke,
.First, thank you for the service you give in this column. I greatly enjoy reading it and your perspective. I agree with most of your response. For the record, I am a black, professional woman. However, I strongly disagree with your closing thoughts that began with:
"However, please consider this carefully: Sen. Obama won a decisive majority of white people's votes, so if you think your company really isn't "ready for that," it may be that your perception is out of date."
Whether the universal acceptance of President-Elect Obama carries over to everyday blacks/African Americans in this country is not yet proven. His background (racial, education, geographic residence, family structure) is a lot more exotic than most of us. There is a long history in this country of only "accepting" minorities with attributes that some whites perceive as less ethnic. The "You're not like the rest of them." sentiment became a cliche for a reason. I am not defending or validating this phenomenon -- just reporting.
To declare the reader's perception "out of date" is premature at best and harmful at worst. Those of us in certain industries are very well aware of what is considered acceptable concerning afro-textured hairstyles in our workplace.
Disclosure: I work in government relations/lobbying and wear a wig. My hair can't withstand the chemicals. A prominent black lawmaker who sat on a judicial review panel once confided in me concerning a black, female judicial candidate that her hairstyle would hold her back (she wears short twists). That incident was this year. In a casual conversation, a white colleague confessed aversion to locks as she considered them "unclean." Another white colleague effusively praised a new wig (straight, dark bob) I wore as being "so professional."
In another arena, how many television journalists [seemingly now an accepted path to public office] grace the screen with kinky, natural hair --no mid-texture curls like Robin Roberts, but full blown kink? And no counting Charalyne Hunter-Gault who moved to South Africa years ago.
I want to acknowledge that it's true Change is happening. But, not so fast for concerns like those of your reader to be "out-of-date." How I and my poor hair wish it were so. The prudent course is to monitor your geographic region, industry sector, and company culture. There is light at the end of the tunnel, though. Look up Xerox's 2 Executive.