With holidays and a new year fast approaching, it is an excellent time for employers to consider reviewing and revamping their Employee Handbooks or stand-alone policies that address company-recognized holidays.Continue Reading Happy Holidays! For some, or for all? Revamping Your Employee Handbook Holiday Provisions to Ensure Inclusivity.
While many employers maintain “Professional Dress and Hygiene” policies in their Employee Handbooks – or as stand-alone policies – managers, supervisors, and human resources personnel are rarely trained on how to implement those policies. The common result is, unfortunately, that these policies are applied unfairly or more strictly toward Black and other racially diverse employees. Very seldom do we see policies that specifically prohibit braids, dreads, locks, twists, or knots anymore. Instead, these policies often state that employee hairstyles must be “professional” (very helpful),“neat,” and well-managed,” for example. Keeping your policy language broad can be helpful by giving your managers, supervisors, and HR personnel deference, but it can also result in disparate treatment if the decision-maker has conscious or unconscious biases about what is viewed as “professional” and make determinations under the policy relying on those unfair biases.
Continue Reading Hair Discrimination – Does Your “Professional Dress and Hygiene” Policy Make the Cut?