Bill Overview
Title: Creating a Respectful and Open World for Natural Hair Act of 2022
Description: 2022 This bill prohibits discrimination based on a person's hair texture or hairstyle if that style or texture is commonly associated with a particular race or national origin. Specifically, the bill prohibits this type of discrimination against those participating in federally assisted programs, housing programs, public accommodations, and employment. Persons shall not be deprived of equal rights under the law and shall not be subjected to prohibited practices based on their hair texture or style. The bill provides for enforcement procedures under the applicable laws.
Sponsors: Rep. Watson Coleman, Bonnie [D-NJ-12]
Target Audience
Population: People facing hair style or texture discrimination associated with a race or origin
Estimated Size: 43000000
- The CROWN Act targets individuals who are subject to discrimination based on hair texture or styles associated with a particular race or national origin, with a primary focus on the African descent population where natural hair textures and traditional hairstyles are most prevalent.
- Globally, the population of African descent is substantial, with significant populations in regions such as Sub-Saharan Africa, the Americas, and parts of Europe and Asia.
- The enforcement domain includes fields like employment, housing, and public accommodations, affecting people worldwide who face hair discriminations in these settings.
- Hair-based discrimination is not limited solely to the African descent population, but can affect other ethnic groups with distinctive hair textures or cultural hairstyles.
Reasoning
- The CROWN Act primarily affects demographic groups subjected to hair-based discrimination, particularly individuals of African descent. In the U.S, this is a significant portion of the African American population, but other ethnic communities might also experience similar discrimination due to cultural hairstyles.
- The legislation addresses discrimination in crucial life areas such as workplaces, housing, and services, potentially improving the emotional and psychological wellbeing of affected individuals.
- The budget constraints suggest a careful selection of cases where high impact is most likely, such as major employment centers or areas with diverse populations.
Simulated Interviews
HR Manager (Atlanta, GA)
Age: 34 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 12/20
Statement of Opinion:
- The CROWN Act is long overdue and will help protect people like me facing unnecessary bias at work.
- I'm hopeful that it could reduce stress and allow me to wear my hair naturally without constant worry.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 9 | 4 |
Software Developer (Detroit, MI)
Age: 27 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 10/20
Statement of Opinion:
- The CROWN Act could bring some relief against bias and discrimination at workplaces like mine.
- I hope it encourages a more respectful atmosphere and understanding of cultural differences.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 8 | 5 |
School Teacher (Los Angeles, CA)
Age: 41 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 10.0 years
Commonness: 8/20
Statement of Opinion:
- This policy can bring positive changes by protecting students from hair-based discrimination at schools.
- I've seen how it affects their self-esteem and confidence. This is much needed.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 9 | 7 |
| Year 5 | 9 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 9 | 5 |
Barber (Houston, TX)
Age: 53 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 3.0 years
Commonness: 10/20
Statement of Opinion:
- The CROWN Act is essential for my community. My clients have faced challenges at work and school due to their hair.
- This law means they can choose styles freely without fear of discrimination.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 7 | 5 |
College Student (New York, NY)
Age: 22 | Gender: other
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 15/20
Statement of Opinion:
- The CROWN Act feels liberating. I no longer have to worry about facing penalties in school because of my natural hairstyle.
- It's a step toward greater acceptance and equal treatment.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 4 |
| Year 5 | 8 | 4 |
| Year 10 | 8 | 4 |
| Year 20 | 8 | 4 |
Corporate Executive (Chicago, IL)
Age: 45 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 3.0 years
Commonness: 5/20
Statement of Opinion:
- I support the CROWN Act as it promotes diversity and inclusion.
- Our workplace will benefit from the creativity and freedom this law encourages.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
Restaurant Manager (Seattle, WA)
Age: 30 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 2.0 years
Commonness: 7/20
Statement of Opinion:
- I'm thrilled about the CROWN Act. While I haven't faced this myself, I see it as hugely positive for cultural appreciation.
- It assures our staff that we value their identity and expression.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Intern at Non-Profit (Miami, FL)
Age: 29 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 9/20
Statement of Opinion:
- The CROWN Act validates experiences faced by many like myself, who feel pressure to conform in professional and public spaces.
- I'm hopeful for more accepting environments because of this legislation.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 4 |
| Year 10 | 8 | 4 |
| Year 20 | 8 | 4 |
Tech Entrepreneur (San Francisco, CA)
Age: 38 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 6/20
Statement of Opinion:
- The CROWN Act is a significant step towards ensuring workplace equality in the tech sector.
- Diverse expressions are important for innovation. This legislation supports that notion.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 8 | 5 |
Consultant (Denver, CO)
Age: 52 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- Having the CROWN Act makes my work in diversity training impactful and rooted in law.
- It provides a clear framework for clients to understand the importance of hairstyle inclusion.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 9 | 5 |
| Year 20 | 9 | 5 |
Cost Estimates
Year 1: $50000000 (Low: $40000000, High: $60000000)
Year 2: $50000000 (Low: $40000000, High: $60000000)
Year 3: $50000000 (Low: $40000000, High: $60000000)
Year 5: $55000000 (Low: $45000000, High: $65000000)
Year 10: $60000000 (Low: $50000000, High: $70000000)
Year 100: $100000000 (Low: $80000000, High: $120000000)
Key Considerations
- The potential reductions in litigation costs related to hair and style discrimination should be considered, as they might offset enforcement costs.
- Public and corporate education will play a crucial role in minimizing resistance and ensuring compliance.
- Monitoring effectiveness might require periodic evaluations and possibly adjustments to administrative frameworks.
- Cultural aspects may affect how quickly and fully the benefits of the Act are realized, given the societal attitudes towards hair.