The CROWN (“Create a Respectful and Open World for Natural Hair”) movement began in 2019 to address discrimination, harassment and retaliation involving natural hairstyles linked to racial identity.
As more states adopt the CROWN Act, which Missouri did in 2025, business owners must ensure their company’s policies and practices align with these new laws and that managers and employees understand the regulations’ practical implications.
Formed in 2019 by the CROWN Coalition, which includes founding members Dove, the National Urban League, Western Center on Law & Poverty and Color of Change, the CROWN Act aims to create more legislation against discrimination targeted toward race-based hairstyles.
Hair discrimination can be intentional or unintentional, with data showing that Black women disproportionately experience it in the workplace. Grooming policies that ban afros, for example, often perpetuate racist stereotypes that Black hairstyles are unprofessional or inappropriate for work. Workplace research by DOVE and LinkedIn found:
The CROWN Act has gained momentum since its inception, driving local and state anti-discrimination laws and spotlighting employer policies.
To date, 27 states, including Missouri, have enacted the CROWN Act. With Missouri’s CROWN Act passage in 2025, employees and students now have broad protections that could impact grooming and appearance policies. Missouri’s CROWN Act primarily addresses discrimination in educational institutions, from pre-K through higher education, that receive state funding.
Institutions covered by the law must ensure their codes of conduct and policies align with the new law, treating hair-based discrimination the same as other forms of race-based discrimination.
The law allows schools to require protective headgear, like hairnets, for safety in classes such as home economics and woodworking. Students and families experiencing discrimination can now seek legal recourse under the new state law.
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In 2020, Kansas City, Missouri, passed a CROWN Act ordinance to make hair-based discrimination illegal in workplaces and K-12 schools within its city limits. The ordinance also modified the definition of “race” to include “traits historically associated with race, including, but not limited to, hair texture and protective hairstyles.”
It further defined “protective hairstyles” to include such hairstyles as braids, locks, twists and knots, and went on to clarify that afros are also a protected hairstyle. Employers that violate the ordinance may face race-discrimination complaints.
For employers in areas where the CROWN Act is law or those who want to proactively prepare for such regulations and create more inclusive workplaces, the guidelines below can help.
Review your employee handbook for appearance policies and remove any references to natural hairstyles. Focus on workplace dress codes and inclusivity.
Enforce all workplace appearance policies consistently, regardless of sex or race. However, remember that simply applying a policy equally does not eliminate the risk of litigation.
For example, even if a policy on braids applies equally to all team members, it may disproportionately affect Black employees and could be viewed as racial discrimination.
To promote fair treatment of all employees, consider implementing unconscious bias training for your management teams.
Train all your employees on the organization’s appearance policies and ensure all managers understand how to legally enforce them. Role-playing or inviting HR or legal resources to consult with your business could help managers better understand how to handle sensitive issues before they occur.
RELATED: Worker's Compensation Laws in Kansas and Missouri >>
Applying the CROWN Act in practice can be challenging for employers. Our team of certified HR professionals specializes in helping small- and mid-sized businesses develop and review their policies to ensure HR compliance with the latest local, state and federal regulations.
Partnering with Axcet allows you to cultivate a respectful workplace culture and reduce the risk of discrimination claims.
Stay ahead of compliance requirements: Schedule a consultation with Axcet HR Solutions today >>
Written by
Katie Herrera, SPHR is a Human Resources Consultant at Axcet HR Solutions, where she partners with small to mid-sized businesses to simplify HR, strengthen compliance, and support positive employee experiences. With a strong foundation in both strategic and day-to-day HR operations, Katie brings a practical, solutions-oriented approach to helping organizations navigate the complexities of managing their workforce.
Katie earned her bachelor's degree in Business Administration with a focus in Human Resources from Grand View University and holds the Senior Professional in Human Resources (SPHR) certification through HRCI—demonstrating her advanced knowledge and commitment to the HR profession. Before joining Axcet, Katie served as an HR Partner at Netsmart and a Human Resources Generalist at Charlotte's Web, where she gained experience supporting diverse teams, advising leadership, and addressing a wide range of employee relations and compliance challenges. Her background enables her to understand the real-world pressures business owners and HR leaders face—and provide guidance that is both strategic and actionable.
Katie is especially passionate about building strong relationships, solving problems collaboratively, and helping businesses create workplaces where employees can thrive. Through her writing, she shares practical insights, best practices, and timely updates to help employers stay informed and confident in their HR decisions.
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