Policy Speech Outline Chloe Harris November 9, 2016

A. Attention Step
a. In 1964, a federal law known as Title VII of the Civil Rights Act of

1964 was created. This prohibits employers from discriminating

against employees on the basis of sex, race, color, national origin and

religion. It applies to private and public colleges and universities,

employment agencies and labor organizations. Despite the passage of

Title VII half a century ago, gender and race discrimination in the

workplace is still a serious problem. Specifically, for African

American men and women due to the look of their natural hair.
b. A recent ruling by the 11th US Circuit Court of Appeals is literally

splitting hairs on how to prove racial discrimination in the workplace.

The case involved Chastity Jones, a black woman, who was hired by

the Mobile, Alabama-based insurance company Catastrophe

Management Solutions in 2010. While getting the necessary

paperwork, a white human resources manager told Jones in private

that her dreadlocks were against company policy. They “tend to get

messy,” Jones was told. Jones refused to comply and returned the

paperwork accordingly. In response, the Equal Employment

Opportunity Commission filed a lawsuit against CMS on Jones’s

behalf, arguing that CMS’s “race-neutral grooming policy”

 disproportionately targeted African Americans for a common hairstyle

they wear based on their unique hair texture. However, the court ruled

3-0 last in September that racial discrimination had to be based on

traits that didn’t change, and the EEOC failed to prove unchangeable

characteristics included dreadlocks.

B. Problem Steps
a. Judge Adalberto Jordan wrote that “We recognize that the distinction

between immutable and mutable characteristics of race can sometimes

be a fine (and difficult) one, but it is a line that courts have drawn.”

He goes on to state that discrimination on the basis of black hair

texture is an immutable characteristic that Title VII prohibits.

However, adverse action on the basis of black hairstyle, a mutable

choice, is not.
i. This quote by Judge Adalberto is exactly what causes cases like

Jones vs Catastrophe Management Solutions because the issue

is very ambiguous and more often than not solved. For instance,

if the texture of black hair is an immutable characteristic, why

is it unacceptable to wear an afro in corporate America in most

cases? That IS the natural texture of African Americans.

Dreadlocks can become unprofessional-looking if not kept.

African Americans are fully aware of this and receive loc

maintenance very often.

b. The problem exists at the University level as well as the corporate

level.
i. For male students with dreadlocks who enroll in Hampton

University’s MBA program, which currently bans ‘locks and

cornrows in the classroom, that choice could not be more

perplexing. The ban, which has been set in place for 11 years,

recently made headlines after the school’s dean Sid Credle

defended the prohibition, arguing that the hairstyles are not

businesslike and will not land students employment in

Corporate America. The dean cited a 99% success rate of

students who found employment after completing the program.

1. Brian Terrell, a graduate of Morehouse College who

works at a legal and civil rights firm in Chicago said he

was faced with the dilemma of cutting his ‘locks, but

ultimately decided against it.

2. Terrell, who locked his hair for spiritual reasons, said he

was once pressured to cut his hair by a Morehouse

administrator at the college’s career services office. “It’s

my hair. It grows from the scalp of my head. Why does it

bother you?” he recalls.

c. Specific businesses and corporations make dreadlocks and simply the

texture of African American hair an issue because Terrell’s locks have

 never prevented him from landing a job. Since graduating, he has

interned at the White House’s Office of Presidential Correspondence

and has worked for Jen Mason, who serves as the deputy chief of staff

for the Office of Personnel Management.

d. This assumption that straight hair or permed hair is the only accepted

hair style of African Americans in the professional world creates a

rebellious spirit within African Americans and ultimately divides the

nation. African Americans should not have to place chemicals or

weaves into their hair because society shuns the texture of their

natural-born hair.
i. Ultimately, a job should come down to your professional assets

and not what’s on your head.

C. Solution Step
a. In general, tensions need to be lessened between African Americans

and Caucasians. Differences between hair is something that should not

continue to heighten tensions. Reforming Title VII of the Civil Rights

Act of 1964 to include the natural hair textures of African Americans

is the only solution. Corporate America and even colleges need to: set

standards on how dreadlocks must be neat if they are uncomfortable

and more importantly, they need to focus more-so on the skillset of

the applicant.
D. Action Steps
 a. African Americans need to develop more courage and take a stand

with the EEOC when decisive situations pertaining to their hair arises.
i. The EEOC will pursue the filed complaint with the employer

and if an agreement is not reached after the investigation is

concluded, the person or persons filing the complaint will

receive a “right-to-sue” letter.

b. Companies and universities need to embrace immutable differences

and hone in on how African American individuals can bring diversity

and more importantly, intellectuality to their environments.

E. Sources Step
a. AAUW.org – http://www.aauw.org/what-we-do/legal-resources/know-

your-rights-at-work/title-vii/
b. Vox.com – http://www.vox.com/2016/9/19/12971790/court-

discriminate-dreadlocks
c. BlackEnterprise.com –

http://www.blackenterprise.com/career/dreadlocks-ban-corporate-

success-stories/
F. Conclusion
a. In conclusion, make sure to remember the importance of total

inclusion.