Workplace racial discrimination often relates to hiring practices or promotion discrimination. Other times, unfair pay practices or an employer ignoring a hostile work environment caused by coworkers could constitute racial discrimination.
Many people expect workplace racial discrimination to be overt and therefore easy to identify. However, many cases of serious racial discrimination at work involve subtle discrimination that has a profound long-term impact on one group of people. For workers in Illinois, employer appearance policies and dress codes can contribute to workplace racial discrimination.
Policies may affect one group disproportionately
Historically, European business clothing and hairstyles that suit white hair textures have dominated the professional landscape. As such, appearance policies may include terms that are unintentionally discriminatory toward certain groups of people.
Illinois has taken steps to address this common issue by passing the law now known as the “Illinois Crown Act.” This law prevents employers from discriminating against those who use protective hairstyles, such as dreadlocks or braids, instead of straightening their hair to conform to Eurocentric appearance standards.
There are still other appearance policies that could impact certain races more than others. No-beard policies can also potentially be discriminatory, as men with darker complexions often have a greater risk of razor burn, for example. If a policy affects one group more than others, there may be reason to question whether it leads to indirect racial discrimination.
Reviewing company policies and the impact they have on workers with a skilled legal team can help people take action to fight workplace discrimination. Even unintentional or indirect racial discrimination can affect employment opportunities and may require legal action from workers to improve company practices.