Helios HR’s Post

One of the reasons I focus on electing women and people of color is because Black Americans, and especially Black women in the United States are still incredibly negatively impacted by economic gaps in unemployment, hiring, pay, ability to access promotions, housing costs, educational attainment, access to business investment and borrowing, and access to equitable health care and leave. We must have the voices of people who are impacted most by these realities in seats of power. Racial problems are economic problems, and economic problems are racial problems. We have so much more work to do to fulfil our commitment to liberty to justice for all. https://lnkd.in/gpTd-bUy

North Carolina as a state, New Hanover County, and Wilmington have yet to adopt the CROWN Act legislation. This act protects against race-based hair discrimination in the workplace and in K-12 public and charter schools based on hair texture and protective styles. As of 2024, the CROWN Act has been enacted in 26 states. Without this protection, Black and indigenous people are denied basic 1st and 14th Amendment rights, often left to risk facing consequences at school or work for their natural and/or culture affirming hair, or they are forced to invest time and money (with Black women risking cancer or other negative health impacts) to conform to race-based, non-work related, Eurocentric professionalism and beauty standards that have no positive impact on job or academic performance. The CROWN Coalition is a group of 80+ community and advocacy organizations that have done significant work to drive real, actionable change, to push for the passage of the CROWN Act in all 50 states, and to end hair discrimination. For more information, contact https://lnkd.in/eZkpeZ-9 or https://lnkd.in/ehs7B-jS

Representation matters! Advocacy matters!

It’s good that there are laws against discrimination in the workplace. The crown act is one such law. Braided hair and head dress should not be be used as a weapon against anyone. BUT! a line will be drawn at some point …… Companies do have policies and guidelines about acceptable behavior, dress codes etc. If one is not prepared to accept these policies and guidelines, then don’t seek employment in those organizations. Having interviewed many individuals seeking employment ( over 35+years), I am well aware of lines that I could not cross during the interview. However, there were several people I didn’t hire because of their appearance ( regardless of ethnicity- bad attitude demonstrated by body language and verbal responses, unpressed clothes, pants hanging off their behind, dirty long finger nails, hair that look weird and unkempt - braided or not, hair with crazy colored curls etc.). Many came to the interview looking good in every respect, and were hired. During the orientation period all guidelines and expectations were reviewed and accepted by the new staff. As soon as the orientation/probationary period was completed, the pants started to fall off the behind, store bought hair/braids reached down to the behind; funky clothes, unacceptable foot wear and head wraps appeared etc. At this point, I have to waste time on disciplinary action. I will fight for and defend the right to braids/headdress overall. But I will always look at the entire picture. It’s not always about the braids! What’s wrong with clean, neat and tidy!

There's an implicit agreement within my circle of friends who do equity and justice work that the organizations where it's hardest to get real antiracist traction are not those with the most explicit racists, but those with the biggest proportions of white liberals. In the latter, the trouble is people tend to be very skilled at creating the optics of efforts for justice while also being very skilled at undermining antiracist efforts. That's my experience, at least, and it's a phenomenon I heard a lot about when I interviewed racial justice activists of color about their biggest sources of burnout (see my and Noura Erakat's study on this here: https://lnkd.in/e-H8W--Y), which turned out to be white people who see themselves as "allies." Two questions for people involved in equity and justice activism, advocacy, and work: 1. Does this ring true for you? 2. What forms does white liberal resistance and undermining most often take?

DID YOU KNOW? The National Urban League is a founding member of the CROWN (Creating a Respectful and Open World for Natural hair) Coalition, an alliance of organizations including founding members Dove, Color of Change, and Western Center on Law and Poverty, that is dedicated to the advancement of anti-discrimination legislation across the country. Image DID YOU KNOW? National CROWN Day (July 3rd) is a day that reminds us of the importance of embracing the diversity of Black hair and why we must continue the fight to end hair discrimination in the workplace, schools, sports leagues and other public spaces. Image DID YOU KNOW? It is perfectly legal in 24 states for employers, schools, pools, and other entities to discriminate against a person based on their natural hair texture and/ or protective hairstyles. Image DID YOU KNOW? YOU can do something to end race-based hair discrimination! Use this link: https://p2a.co/TooEYln or text “PASSTHECROWNACT” to 52886 to urge your member of Congress to pass the CROWN Act of 2024, so that every man, woman, and child can live free from hair discrimination and harassment!

Great strides have been made, but the work to create a more just and equal society for all is far from over. For example, Black Americans are still seven times more likely than white Americans to be falsely convicted of serious crimes, something our Wrongful Convictions Team knows better than most. Join RSHC in celebrating the International Day for the Elimination of Racial Discrimination and continuing to #FightRacism. #ProudtobeRSHC

In censorship, the narratives often center on power dynamics—governments silencing dissent, corporations controlling narratives—but what about those without power? As lawyers, we must confront the reality that censorship disproportionately affects marginalized individuals and communities. The recent article by The Stranger (https://lnkd.in/gs2HEFb4) prompts us to delve deeper into this aspect of censorship and consider our role in advocating for those whose voices are suppressed. Censorship isn't just about the clash of ideologies; it's about the silencing of voices that lack societal influence or resources. It's about marginalizing perspectives that challenge the status quo. As legal professionals committed to justice, we cannot turn a blind eye to the plight of those who are systematically censored and marginalized. Consider the individuals who lack access to mainstream platforms, whose stories are drowned out by the cacophony of louder voices. Think about the communities whose struggles are conveniently overlooked or misrepresented. Our role as lawyers extends beyond the courtroom; it's about amplifying these voices, advocating for their rights, and challenging systems of oppression. When discussing censorship, we must acknowledge the nuanced ways it operates in society. It's not just about governments suppressing dissent or corporations controlling information flow—it's about the subtle ways in which marginalized voices are silenced and erased. Whether it's through systemic biases, economic disparities, or social exclusion, censorship takes on myriad forms for those without power. As legal practitioners, we must level the playing field. This means defending the rights of the marginalized to speak and ensuring that their voices are heard. It requires us to challenge the structures and systems perpetuating censorship and advocate for inclusivity and equity policies. Let's use our legal expertise to dismantle the barriers that prevent marginalized voices from being heard. Let's advocate for policies prioritizing diversity and representation in media and public discourse. And let's stand in solidarity with those silenced by censorship, amplifying their voices and advocating for their rights. As lawyers, it's our responsibility to ensure that justice is accessible to all, regardless of their position in society. #Censorship #SocialJustice #MarginalizedVoices #LegalAdvocacy #Equality #freepalestine #palestinegenocide #palestinians

DID YOU KNOW? The National Urban League is a founding member of the CROWN (Creating a Respectful and Open World for Natural hair) Coalition, an alliance of organizations including founding members Dove, Color of Change, and Western Center on Law and Poverty, that is dedicated to the advancement of anti-discrimination legislation across the country. Image DID YOU KNOW? National CROWN Day (July 3rd) is a day that reminds us of the importance of embracing the diversity of Black hair and why we must continue the fight to end hair discrimination in the workplace, schools, sports leagues and other public spaces. Image DID YOU KNOW? It is perfectly legal in 24 states for employers, schools, pools, and other entities to discriminate against a person based on their natural hair texture and/ or protective hairstyles. Image DID YOU KNOW? YOU can do something to end race-based hair discrimination! Use this link: https://p2a.co/TooEYln or text “PASSTHECROWNACT” to 52886 to urge your member of Congress to pass the CROWN Act of 2024, so that every man, woman, and child can live free from hair discrimination and harassment!

Juneteenth: Celebrating Our Journey, while Educating for a Better Workplace As we commemorate Juneteenth, it’s crucial to reflect on our nation's progress and the work still needed to achieve true racial equity. Racial segregation and inequalities persist, especially in the workplace. Black workers remain underrepresented in high-wage, high-status positions across tech, law, medicine, and other industries. Education is a powerful tool for change. By educating ourselves and our organizations about these disparities, we can take meaningful steps towards creating more inclusive and equitable environments. https://lnkd.in/gJdu6Uz5