What women in CA should know about workplace discrimination
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What women in CA should know about workplace discrimination

| Oct 2, 2020 | Uncategorized |

Research performed by Michigan State University has revealed that black women often face discrimination in the workplace for wearing their natural hair in traditional styles like afros, braids and cornrows. To conduct their research, the researchers invited groups of people to participate in studies where they looked at fictional job profiles and ranked the applicants’ level of professionalism. The studies showed that black women with natural hair were seen as less professional compared to black women with straightened hair and white women with any type of hair.

As a result of their studies, the researchers concluded that black women with natural hair face workplace discrimination and are less likely to be called back for job interviews. One of the researchers said that employers should provide sensitivity training to their employees. They also pointed out that more workplaces need to add natural hair to their anti-discrimination policies.

Studies have shown that black women are already at a disadvantage in the workplace, regardless of their hairstyle. Black women are consistently hired at lower rates than white women. If she feels that she’s been discriminated against, a black woman could potentially hire a lawyer with experience in discrimination law to bring a lawsuit against the company.

How should employees proceed if they feel that they’ve experienced discrimination?

An employee who’s been mistreated in the workplace might wish to hire an attorney to handle their case. An attorney might be able to handle a wide range of issues, including discrimination, wrongful termination, retaliation, sexual harassment, refusal to pay disability benefits and other disputes that can arise in the workplace. As a result, their attorney might be able to help them build a successful case against their employer.

With cases of discrimination, an attorney might be able to help their client gather evidence to prove that the employer showed discrimination or bias. They might also be able to help their client prove that they suffered emotional and financial damages as a result of the discrimination.