From legislation to lived experience: The CROWN Act in the workplace

Abstract In this mixed‐methods pilot study conducted in Massachusetts, we examined experiences of hair discrimination among Black women, their work‐related quality of life, and the impacts of employer responses to recently passed legislation on hair discrimination. We recruited employed Black women to complete a brief online survey ( N = 109; Aged 20–69; M = 37.76, SD = 10.26) and then conducted follow‐up, semi‐structured interviews with a sub‐sample of them ( n = 6). There were areas of convergence and divergence between the quantitative and qualitative findings. Quantitative results showed low rates of experienced hair discrimination and relatively positive levels of work‐related quality of life. Notably, 24.5% of respondents reported that they saw evidence of their employers acting to support and enforce policies like the Creating a Respectful and Open World for Natural Hair (CROWN) Act. The results of a mediation analysis revealed a significant direct effect of hair discrimination on work‐related quality of life, although the mediation effect of employer support of the policy was not significant. Qualitative findings suggested that hair discrimination was normative in workplaces and work‐related quality of life was influenced by a number of factors, including heavy work demands, image management, and stressors outside of work. Overall, participants did not perceive their employers to be engaging with hair‐related protective policies in ways that were making a meaningful difference. Recommendations for employers and implications for future research are discussed.