Time for nursing to eradicate hair discrimination

Nurses worldwide have been rightly lauded for their tireless contributions during the global COVID-19 pandemic. Amid a serious shortage, nursing remains plagued by recruitment and retention problems as it struggles to attract, educate retain best potential nurses who reflect diverse composition of communities. The world has shaken Black Lives Matter movement growing awareness that many health professions workplaces are pervasively white, structurally systemically racist must change become welcoming, encouraging places all members society. this, is incomprehensible black in particular continue be subjected organisations’ discriminatory ‘hair policies’ (Grant, 2018). students might believe they left behind at school, scorn disparagement peers teachers hair evoked (Belsha, 2020). reality many, however, merely entered new theatre racism’ cultural violence where expected apologise for, hide, or worst cases, cut-off dreads, braids other styles hair. Organisations ban brightly coloured ‘non-natural’ colours ludicrous. Far more disturbing organisations corporate policies disproportionately target proscribing predominantly hairstyles white supremacy (Davis & Ernst, 2019) designates being extreme, distracting, unruly, loud, too big, unsafe unprofessional (Ellis Jones, 2019; Grant, It seems from behaviour some services little progress made since days slavery missionary schools, natural was ‘unsightly, ungodly untameable’ (Gatwiri, Today's may simply define inappropriate, ‘inconsistent with our values’ oppression. rarely foolish blatant enough spell out dress code exact make them feel so uncomfortable. Rather will cloak dislike euphemisms we often found online policies, such unusual, fad, eccentric, unconventional, distracting uncombed. If nurse wears locs braids, not difficult fall foul policy mandating ‘combed’. equally impossible tie up secure without using bandanas, ties wraps these also banned codes. then open personal prejudices individual educators managers police, identify ‘enforce adherence’ ordering ‘more appropriate professional’. While this ‘style your look like person's hair’, insist should ‘calm down’ (momentswithmarsha, 2016), locs, undo otherwise remove blackness hairstyle. racism an imaginary issue. Professional women fields regularly fired threatened dismissal ‘looking unprofessional’ because straightened fit managers’ preferences (Callahan, Leclair, Identifying discriminations ‘white supremacy’ can cause discomfort among whose ‘wilful ignorance innocence’ (Gutiérrez, 2006: 299) demand conclusive proof evidence thing exists imagine involve only hoods cross-burning. Such ‘adequate evidence’ furnish within research literature implicated system. Part reason supremacy's very no need ‘evidence its own existence’. As Fleming shows, ‘White endures, ironically — chronically through widespread erasure systemic chronic nature’ (Fleming, 2018:39). For nurses, is, (Fernandez Johnson, 2020:98) explain Muslim perspective, ‘the ground walk upon air breathe’. there academic exploring discrimination specifically, experienced ‘racial gaslighting’ profiling policing hair, point driven Several authors paper colleagues education recently, example petting front claiming resemblance instructor's puppy, telling student ‘tame’ afro clinical seeing asked wash freshly washed before next day. message sent clearly unapologetically aberrations responsibility discipline assimilate expectations aesthetic norms organisational settings. arguments offer defence changed over years: No, not. There scant show nurses’ presents any substantive infection risk. Nor data showing kind industrial accident waiting happen. makes perfect sense expect long flowing tresses spilling onto patients’ central lines wound sites interfering procedures. penalise ‘cut hair’ while up. Some back on privilege invoke ‘infection control’ ‘professionalism’ coerce control identity. microaggressions start gaslighting issue around codes non-compliance but readily escalate threats disciplinary action leading possible fitness practice sanctions ‘termination’. This perennial justification ignores significant differences between equality equity. Mandating clean applies uncontroversially nurses. Banning having cornrows, afro, dreadlocks someone determines ‘distracting’ ‘extreme’ thus breach policy, fully intended significantly than peers. Anatole France wrote 1894, laws ‘applied everyone’ ‘prohibit wealthy well poor sleeping under bridges, begging streets, stealing bread.’ (France, 1910:no p.n). His lost ‘but rules apply apologists. compelling support contention ‘patients don't hairstyles’. Most into patient regarding professionals’ appearance finds patients staff clean, presentable, competent identifiable. contentious what extent able determine limits preferences. Hair colour style meets standards does negatively impact care, determined preference. would resist if ‘patient preference’ were allowed dictate female wear miniskirts crop tops. pander notion complicit perpetuating against acting needs patients. hair—to lack competence understand deep cultural, historical identity significance people's bear witness to. place ‘really means’, viewed ubiquitous anglo-European lens. Arguments illogical absurd, risk bringing every aspect ridicule disrepute. How present whole selves patients, assuredly ‘anything goes’ aspects care professionalism. how appears work party. Questions arriving duty dirty, uniform had altered mini skirt appeared children's ward wearing large hoop earrings. In circumstances these, colleague professionally obliged take aside ‘quiet word’. good news crumbling. United States, ‘CROWN Act (Creating Respectful Open World Natural Hair, https://www.thecrownact.com/) passed September 2020 outlawing workplace people basis Lynch, schools worldwide, authorities challenging shame, stigmatise even expel children 2020; Dabiri, One hospital group States drastically reduced restrictions allow varying styles, piercings tattoos. Their Chief Nurse explained ‘what we're saying use judgment trust you’. (Brusie, speaks volumes about ethos hospitals statement sound revolutionary. ending racism, effective specific dismantle plank structural (Burnett et al., 2020)—hair racism. We argue challenge micromanaging, dimensions brand unacceptable. forever claimed done’ end require lawsuits years pressure embarrassment guarantee just knowledgeable, caring, professional hairstyle part stripped away. wait ‘permission slips powerful’ (Giridharadas, 2019:11) identifying dismantling prejudice affront nursing. All substantial following: (1) conception design paper, (2) drafting critically revising article's intellectual content (3) final approval version submitted.