Ways that Remote Work can Impact DEI

Visibility: Compared to those who work in a regular office, people who virtually work from home can and may have reduced visibility in a community. In remote work, it can be a lot harder for managers and peers to really appreciate the work that an employee is doing. With not being able to see the people that you are working with like a regular 9-5 onsite office job would allow you to, it is quite understandable as to why some remote employees may not feel as seen compared to their peers who may work onsite.

Atmosphere: I think everybody can agree that the atmosphere and environment of one’s setting can really make an impact on the way people think. It can also really make an impact on one’s work and productivity. When I think of the environment or the atmosphere of an onsite office job, I think of people collaborating with one another, even if it is in their own little cubicle. When it comes to the atmosphere of someone who is doing remote work, it may seem a little isolating having to not truly be around someone all day. Although some workers may thrive in this kind of environment, the feeling of isolation is something that a lot of people would be able to connect with if put into that kind of setting.

Interactions: Increased remote work leads to less interactions and workplace engagement. Less interactions leads to less of a sense of community. A lot of the time, when it comes to remote work, it tends to be just one person completing tasks for an assignment single handedly, as opposed to being able to work with others. This lack of interaction plays a very significant role in the feeling of isolation that a lot of people who work virtually can understand.

Personal Insights

As someone who has worked both as an onsite and remote employee, I can understand as to why some people might prefer one option over the other. Personally for me, when it comes to just DEI principles and practices as a whole, I generally prefer working onsite than working from home. Obviously, everybody’s situations and experiences are going to be different with remote work, but I really just did not enjoy it. The main reason for this is because of the sense of community. To be quite honest, when I was working from home, I felt very isolated. I had the occasional manager or peer I would talk to once a day for about ten minutes, but then I would spend the remainder of the day working silently without any other human interaction. In my head, this did not feel quite normal to me. Obviously, this is something that I just had to adjust to. At some point, it just felt like I was on autopilot. I was getting the work done. I was doing a good job. I just didn’t feel like I was doing a good job.

After having completed the contract for this remote job and then transitioning into my new job, which was completely onsite, I noticed a very stark difference in my mood and the way I felt. By going back to seeing people face to face again, five days out of the week, I was able to enjoy that human interaction that I needed. Like I said before, this is different for everybody, as some others may thrive in remote work. But, for me, after having worked at both, I just really preferred onsite work.

I also do believe that this discussion and topic is something that should be open to people who aren’t even adults yet. In recent years, we have seen a recent rise in remote education. As someone who is taking online classes currently, I do believe that not enough DEI principles or practices are discussed, so that is something that definitely needs some work.

What can we do? What are our next steps?

Foster Team Building: Even in remote work settings, team building can still be an efficient way of creating a community. Organizations can create virtual team building exercises where it will allow all members to participate. Not only will this help create a better sense of community, but it can also be very engaging and fun for those who are participating!

Encourage Feedback from the Community: In any work environment, it is always important to invite feedback from your employees. Whether that be in a remote setting or an onsite setting, feedback should always be welcomed. Feedback allows us to see what is working in the work environment and what needs to be changed.

Provide/ Implement DEI Training: In the workplace, DEI Training can help a lot. Not only can it be beneficial for someone who works onsite, but it can be very beneficial to those who are also working remotely. The main reason for this is to be able to go over the clear and detailed guidelines that are needed to implement and foster an inclusive and supportive remote work environment.

Acknowledge Discrimination/ Bias that can Occur: There needs to be clear guidelines or ways where employees can address incidents of bias or discrimination accordingly and in an efficient way. Organizations need to create clear channels and programs for this type of procedure, especially for remote workers, since it may be harder for them to reach out.

The rise of remote work is happening so quickly and it’s not gonna stop anytime soon. And frankly, it doesn’t need to be stopped. With this rise, however, we need to adjust accordingly to make sure those who are working remotely still feel a sense of community and belonging. As they should be.

I Am Not My Hair

…And Certainly Not The Discrimination That Comes With It

August 2024

Hair Discrimination in Professional Settings, the CROWN Act, and Implications for Advertising

By: Jaya Wilson and Haniff Murray

What is it, the braids? Well yes, it just might be. Some people may think that hair is trivial or that it is just a function of biology meant to keep us warm and cushion our craniums, but there are huge social and political implications behind the strands of hardened protein flowing from our scalps.

Whether it be braids, a buzzcut, or balding, hair is our natural accessory. It is an extension of how we carry ourselves and is reflective of our culture and personality. It could also potentially represent the mood we woke up in on a particular day or even the week we’ve been having. The way we wear our hair is relative to our freedom, and when policed, it can cause emotional distress.

Historically, American culture has championed Eurocentric hair textures and styles of hair as more acceptable than those of Black people and other people of color; this discriminatory sentiment leaks into academic, career, and life opportunities for people with hair outside of “the standard.” This narrative fuels academic and workplace discrimination for traditionally Black hairstyles, like when Daryl George, a Black high school student, was suspended for over a month due to the length of his locs, or when Chastity Jones had her job offer with Catastrophe Management Solutions rescinded after refusing to cut her locs.

This type of discrimination has become more noticeable and more unmistakable over the past few years and has pushed people to organize and create protections for protective hairstyles and hair by-and-large. On July 3, 2019, the California legislature signed the CROWN Act into law. The CROWN Act celebrates the diversity and beauty of Black hair. It is crucial to ending hair discrimination, ensuring everyone can wear their hair with pride, free from bias and prejudice.

What is Hair Discrimination?

Hair discrimination impacts all people, but especially Black women and girls who wear hairstyles like locs, braids, twists, afros, and other natural hairstyles in schools and workplaces with unfair rules or policies. These policies are typically based on subjective/biased beliefs about what “professional” or “neat” hairstyles look like, often based on Eurocentric standards of beauty for hair textures, styles, and lengths (ex. straight hair). Hair discrimination can occur from the workplace to academia. In workplaces, hair discrimination happens when Black employees are judged, punished, or even fired for how they wear their hair to work. A 2023 study found that black women’s hair is 2.5 times more likely to be perceived as unprofessional, and 54% of them are more likely to feel like they have to wear their hair straight to a job interview in order to be successful. Black women with natural hairstyles are also less likely to land job interviews in the first place because of their hairstyles. Hair discrimination also impacts students in a variety of ways. Some examples include students receiving detentions and suspensions for violating school dress codes which prohibit wearing hair in braids with extensions or other natural hairstyles, student-athletes who are unable to participate in sports unless they cut or change their hair, and displays that show images of Black children, including Black girls with braids, and label those hairstyles as “inappropriate.”

Statistics

According to the ADL

By age twelve, 86% of Black teenagers started experiencing discrimination based on their hair.
81% of Black children in majority-white schools say they sometimes wish their hair was straight.
A previous study by Dove (in 2019) found that Black women were 1.5 times more likely to be sent home or know of a Black woman sent home from the workplace because of her hair.
80% of Black women are more likely to change their hair from its natural state to “fit in” at their place of work.

What is the Crown Act?

The CROWN Act is a law that forbids discrimination based on hair texture and hairstyles, with CROWN standing for: “Create a Respectful and Open Workplace for Natural Hair.” The CROWN Act has been passed in 23 states, including California and New York. In Florida, lawmakers have repeatedly tried to pass legislation to protect natural hair from discrimination. After attempting May 2023, their efforts to pass failed in the judiciary committee.

How does this Affect Advertising?

We advertise to market or sell a product, service, or experience. Advertising has come a long way from its humble origins and today we see dynamic campaigns featuring beautiful cinematography, complex animations, and trained actors all around us. Agencies and art directors should be very intentional and aware of how they represent different cultures on the big screen. As we stray away from the days where ethnic representation was far and few in between, let us make an effort as people and business professionals to portray different types of cultural hairstyles in our work.

It does not have to be the highlight of the advertisement. We do not have to emphasize that we are representing different ethnic styles in a way that may read inauthentic. It can be subtle! Simply having the representation there in an intentional and tasteful way is enough. The average viewer may overlook these efforts, but for the child with long locs that is told he cannot be a professional and wear his cultural hairstyle, seeing someone who looks like him in an advertisement could affirm his confidence. This also means agencies should hire employees who reflect these hairstyles and cultures to create culturally competent media.

So, What’s Next?

There continues to be an ongoing push to pass the CROWN Act in multiple regions of the country. Here’s how you can help:

⇒Push for reform.

No one should have to face natural hair discrimination. Workplaces and institutions should review their appearance policies and remove references to specifically prohibited ethnic hairstyles – talk to managers or unite with colleagues to push for this.

⇒Be an ally.

Whether in schools, social groups, or jobs, be prepared to call out discrimination when you see it. Allyship also means standing in solidarity with those who are affected by discrimination.

⇒Be inclusive.

When making advertising campaigns, consider the portrayal of different ethnic and cultural hairstyles. Large audiences are unlikely to be ethnically homogenous, so the representation we show to them should reflect that.

You can find more information about the CROWN Act at: https://www.thecrownact.com/