Those outdated rules were never written with us in mind
Let’s be real. Most corporate grooming policies are written in vague language that leaves too much room for bias. Words like “tidy,” “presentable,” and “appropriate” often end up being interpreted through a Eurocentric lens. Translation: natural textures, braids, locs, and twists get questioned, while straightened styles are silently endorsed. That isn’t about professionalism — it’s about control.
And here’s the bigger issue: when these rules aren’t challenged, they quietly reinforce the glass ceiling. Black women spend extra money, time, and energy altering their hair to “fit” while our peers climb ladders with one less barrier. That cost is both financial and emotional, and it adds up.
If Companies Were Serious, Their Policy Would Read Like This
Say It Plain: “Employees are free to wear their natural hair texture, protective styles (including braids, locs, twists, wigs), and culturally significant hairstyles.
Stop the Double Standards: What applies to one applies to all.
Focus on Safety, Not Style Policing: Hair should only be regulated if there’s a health or safety issue — period.
Put Respect in Writing: No discrimination or microaggressions based on hair.
Align with the CROWN Act: Don’t just perform inclusion, prove it with policy.
This is what protection looks like on paper, not coded language that leaves you vulnerable.
Here’s What’s In It for You
- Freedom to Show Up as You Are: Wear your natural hair, protective styles, or switch it up without fear of “compliance issues.”
Equity on the Page, Equity in the Office: Everyone is held to the same standard, removing the pressure to assimilate.
And here’s the key: once you know what inclusive policy looks like, you can use it as a framework to challenge the biased one you’re handed.
Stop Accepting Policies That Don’t See You
So, what should you do next?
Read your company’s grooming policy and circle the vague, coded words.
Compare it to the framework above — where’s the gap?
Bring it back up. Share examples of inclusive policy language and ask why your company isn’t aligned with the CROWN Act.
You don’t have to accept policies that punish you for existing as you are.
Stop Accepting Policies That Don’t Respect You
If you haven’t already, check out our first piece — Help! My Company Has Grooming Language That Targets Natural Hair — where we break down how to spot bias in your handbook. And if you’re interested in more big-sister-in-corporate truth, you’ll find more articles like this on our site, especially under the Career Chats section.
Because here’s the truth, your hair has always been professional. It’s the policies that need the makeover.
