#workingcurl

[hoodlook]

This made my day!! #WorkingCurl #imageactivist #media #influence #flygirls

[hearhertellit]

#biggie #ChristopherWallace #workflow #workingcurl lol

[workingcurl]

[workingcurl]

"It's entirely about perception. It's about what society is ready to accept. And I think that for a long time society was not ready to accept natural hair in its fullness and variety of texture.

For a long time we were being told that in order to assimilate into society, in order to get a job, in order to be seen as 'professional' - whatever that means - then you had to straighten your hair."

- Patrice Grell Yursik

As mentioned in our About section, this site isn't about the policing or politicizing of natural hair texture or styles. It is simply a reinforcement of the notion, through an abundance of positive images, that you can be yourself and accomplish success in the professional world.

To that point, images are given meaning through association, and with association comes labels. During this video, there is discussion about natural hair equating with being "militant and radical." At another point, Patrice also makes the connection of having natural hair with being "wild, free, funky, and crazy." However, I'm sure we all know some militant or funky or crazy women whose hair styles range from a Caesar to straight waist-length hair. Hair can most certainly be an extension of personal and creative expression, but it is never an exclusive guarantee of self-definition.

The conflict that many Working Curls face is balancing these terms (legitimately applicable or not) with traditionally conservative professions. Often these associated labels are the source of ignorance and hesitance in seeing past the surface to a person's actual qualifications. A corporate HR manager is probably not looking to hire a wild afro any more than a wild pink mohawk. The difference, however, is having an afro is not necessarily a hair choice. Many women make efforts to style and shape their afros (others do not), but at its core it is just what grows naturally from our hea - the exact same way straight hair grows naturally out of another woman's head. On the other hand, a pink mohawk can be viewed as a deliberate style selection.

I dream of a day when we can come to work styled and adorned as we please (a freedom that some industries already enjoy - crop tops, traditional garb, tattoo sleeves, pink fros, and flip flops!) not only without judgement, but with full confidence from my employers and clients that we are capable of successfully completing the tasks at hand. While we haven't quite reached that point yet, I do believe a first step can be to simply normalize natural hair styles to the point of a non-discussion. After all, what can be more normal than natural?

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The Workplace Transition

A few months ago, NYC on-air weather anchorwoman Stacy-Ann Gooden made a decision to go natural for a healthier lifestyle. However, as she mentions in her recent post on Carol's Daughter Transitioning Movement blog, changing styles mid-career can be tricky. The uncertainty of tolerance or acceptance from your professional superiors can be challenging, stressful, and downright hurtful. Add to the fact that Gooden has to go live on television daily, and one's newfound confidence in a natural hair choice can be easily shaken. So what's a Working Curl to do?!

Gooden chose to go the route of protective styling in the form of a weave. The weave serves as both an aid in her transition phase and an appeasement to her boss (who is probably making a decision based on ratings and the bottom line). While many would argue the authenticity of Gooden's "naturalness," the more important issue is how do we create a space (and ultimately a culture) where women can feel safe to make hair choices that don't adversely affect their careers?

Please share your story with WorkingCurl.com to encourage others. Did your hair style change from the time you were hired to now? How have you maneuvered transitioning and maintaining a professional look? Were you met with any controversy? Do you have any suggestions for hiring managers and directors?