Lee's 4-3 test part 5

At least 26 states, along with Washington D.C., have passed CROWN (Creating a Respectful and Open World for Natural Hair) Acts to prevent discrimination, including in the workplace, based on natural hair textures and styles that are commonly associated with race and ethnicity. 

The laws incorporate hair texture and styles as part of protected traits. For example, under the California CROWN Act, the definition of "race" is "inclusive of traits associated with race, including but not limited to hair texture and protective hairstyles" that include hairstyles such as braids, locs, and twists. The Illinois CROWN Act contains a similar definition of race.

Counsel and employer clients should understand CROWN requirements in their states and how these may impact employer policy development and compliance measures, especially under a federal administration focused on anti-DEI measures.

Listen as our CROWN Act specialist Tracy Sanders Rucker reviews notable state CROWN laws and recent developments including the potential impact under the new administration. Best practices will be offered for counsel to assist employer clients with navigating state CROWN requirements, even while under the threat of increased federal enforcement action.

I.      Introduction

A.    Overview of hair texture discrimination

II.     Updates on federal, state, and local CROWN laws

A.    California

B.    Illinois

C.     Virginia

III.    Legislative updates and caselaw

IV.    Potential impact of the current administration's anti-DEI initiatives

V.     Best practices for employers

Our expert will review these and other important considerations:

• What is the importance of CROWN Act implementation?
• What are notable state CROWN laws? How do their requirements impact employer policy development?
• What compliance challenges may arise for employers navigating state CROWN law requirements while minimizing risk of federal enforcement action?