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Pennsylvania's Crown Act: Landmark Legislation Ending Race-Based Hair Discrimination

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  Published in Health and Fitness on Wednesday, November 26th 2025 at 10:57 GMT by Erie Times-News

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Pennsylvania’s Crown Act: A Landmark Step Toward Ending Race‑Based Hair Discrimination

In a move that could reshape the way employers and schools treat hair styles, Pennsylvania’s newly‑passed Crown Act protects individuals from discrimination based on hair texture and protective styles—criteria that have historically intersected with race and gender. The law, which was signed by Governor Josh Shapiro in late November, expands the state’s civil‑rights protections to include “natural hairstyles” such as twists, braids, locs, bantu knots, and cornrows, as well as “protective styles” that help maintain healthy hair.

Why the Crown Act Matters

For decades, people of color have faced harassment and penalties simply for sporting hair that is natural or culturally significant. From the workplace to the classroom, employees and students have been denied promotions, fired, or disciplined for braiding or twisting their hair. Employers often justify such actions with blanket “uniform” policies, but critics argue that these policies disproportionately target hairstyles associated with Blackness.

The Crown Act seeks to eliminate that bias. Under its provisions, employers and schools with 10 or more employees or students cannot prohibit natural or protective hairstyles unless the hairstyle poses a legitimate safety risk. Even then, the policy must be strictly necessary and narrowly tailored. The law also requires organizations to provide reasonable accommodations—such as alternative hairstyles—if a legitimate safety concern exists.

Legislative Journey

The bill that became the Crown Act began as a simple proposal in the Pennsylvania House of Representatives in early 2024. It was introduced by Representative Marjorie Velazquez (D‑Wayne) and gained bipartisan support thanks to a wave of advocacy from civil‑rights groups and community leaders. A key moment came when a group of high‑school athletes in Erie, who had been disciplined for wearing protective braids, filed a lawsuit against their school district. Their case brought national attention to the issue and helped galvanize legislators.

After intense debate, the House passed the bill on July 22, 2024, by a vote of 100–20. The Senate followed suit on August 13, 2024, with a 36–10 vote. While the bill received broad support, some Republican lawmakers expressed concern that it might be too restrictive on employer discretion. They argued that safety standards—especially in industries like construction or manufacturing—require clear hair regulations. In response, the bill’s proponents emphasized that the law does not prohibit all hair restrictions, only those that are not essential for safety.

Governor Shapiro’s Signature

On November 25, 2025, Governor Josh Shapiro signed the Crown Act into law, marking a historic first for Pennsylvania. Shapiro praised the legislation for “protecting the dignity of our citizens” and acknowledged that “the law is an important step in eliminating hair discrimination that disproportionately impacts people of color.” He noted that the act “provides a much‑needed legal framework that aligns our state’s civil‑rights protections with modern understandings of racial equality.”

The law’s immediate effect is a significant expansion of civil‑rights protections. The state’s Department of Labor is now required to enforce the Crown Act and can issue penalties for violations. Employers and schools will be instructed to revise their policies and provide training on the new standards. The Department of Human Services will oversee compliance and handle complaints.

Broader Context and Impact

The Crown Act joins a growing list of state laws designed to prevent hair discrimination. While the federal Fair Employment and Housing Act (FEHA) does not explicitly address hair, several states—including New York, California, and Maryland—have enacted similar statutes. The federal government has yet to adopt a comprehensive approach, though there have been calls to expand the Equal Employment Opportunity Commission’s (EEOC) enforcement to cover hair discrimination.

Experts believe Pennsylvania’s law will serve as a model for other states. “It’s a critical victory for civil rights,” says Dr. Angela Johnson, a professor of law at the University of Pittsburgh. “The law recognizes that hair is a protected characteristic when it is tied to race or ethnicity.” Moreover, the act could reduce costly litigation for employers. A 2023 study found that companies that adopted anti‑hair‑discrimination policies experienced a 15% decline in lawsuits related to workplace discrimination.

Reactions from Stakeholders

The law has been met with enthusiasm from advocacy groups. The National Association for the Advancement of Colored People (NAACP) hailed it as “a triumph for justice and equality.” Local community leaders in Erie, the city where the law was first championed, praised the state’s responsiveness. “Our community has lived with these biases for generations,” said Councilmember Carla Diaz. “The Crown Act finally gives us a legal safety net.”

Business leaders, however, have mixed feelings. Some small‑business owners fear the law could complicate their hiring practices. “We’re concerned about the burden of compliance and the possibility of being sued for inadvertent mistakes,” said Mark Rosen, a restaurant owner in Pittsburgh. Others see it as an opportunity to demonstrate inclusivity. “Adopting diverse policies can improve employee morale and attract a wider talent pool,” noted Lisa Tran, HR director at a tech firm in Scranton.

Looking Forward

As Pennsylvania moves to implement the Crown Act, state agencies will issue guidance documents, conduct training workshops, and monitor compliance. The Department of Labor will likely establish a hotline for complaints and may issue civil penalties up to $5,000 for violations. Employers will need to conduct a policy audit to ensure no hair-based restrictions remain that are not justified by safety concerns.

The law’s passage also raises questions about the broader fight for equality. Critics of the Crown Act point out that it addresses only the symptom—hair discrimination—not the underlying systemic racism that manifests in many workplace practices. Nonetheless, the legislation is a concrete step toward leveling the playing field for people of color, ensuring that their natural and culturally significant hairstyles do not become a liability.

In summary, Pennsylvania’s Crown Act represents a landmark moment in civil‑rights law. By explicitly banning discrimination based on natural and protective hairstyles, the state affirms that equality in the workplace and schools extends beyond overt actions to subtle, culturally embedded biases. While implementation will require careful navigation, the law’s impact is already being felt, as communities across the state prepare to embrace a more inclusive future.