This is a thread about how something as simple as a blowout can be traumatizing for someone with "textured" hair.
So, I wanted to treat myself for once. I decided to try out @theDrybar for a blowout. I had previously researched them - as any Black woman with natural hair would - and sure enough, had read that they service all textures.
@theDrybar Fast forward to my online scheduling. The website has photos of women sipping champagne and living their best lives. Yes! That will be me. I made an appointment in Lincoln Park, which is the ritzy north side of Chicago, and just knew I'd be taken care of.
@theDrybar I still had the wherewithal to add the requisite disclaimer to the notes section when I confirmed the appointment: "I need a stylist who's skilled with black natural-texture hair (chin-length). Thank you!" I'm not foolish enough to surprise a salon with my texture.
@theDrybar I know that notice is needed. In the past, I've been turned away from appointments that I scheduled on foot and have even had stylists quit mid-treatment even after having had a consultation.
@theDrybar So, I trek up north today during my babies' nap time. Windows down, feeling myself. I walk in all cheery and the receptionist tells me to make myself comfortable. I will indeed!
@theDrybar My stylist comes out and mumbles that I should follow them. They don't introduce themselves or say my name but they're black so #winning? I ask if there's a place to hang my coat - I wore my fanciest wrap jacket to fit the #treatyoself theme.
@theDrybar My stylist motions to a bench without speaking. Mmmk.
@theDrybar I follow them to the shampoo bowl and it's, um, not the best experience. Was that the mud mask I'm paying for? How long was that scalp massage supposed to last b/c that can't be it?
@theDrybar I'm not feeling comfortable but I'm trying to keep it positive and basically ignoring all signals that this won't end well.
@theDrybar I sit in the chair and my stylist struggles to find an instrument that will make it through my hair. They spray a shitload of nice-smelling products everywhere but my hair is basically just air drying.
@theDrybar It's a struggle and I do the delicate dance of staying aware without wanting to insult or spend the calories confronting. The "blowout" ends and I can't see myself, but - as someone who gets blowouts every 2-3 weeks - it doesn't feel like any heat actually hit my hair.
@theDrybar Before the flat iron comes out, I decide to ask for water. Cue the explicit nonsense.
@theDrybar My stylist calls out to the receptionist and the two of them argue back and forth over whose job it is to get me water. My stylist takes care to tell me the receptionist's name, as if to arm me with the details I need to complain.
@theDrybar This is the most animated my stylist is for the entire appointment.
@theDrybar Things are devolving but I find myself stuck. I'm exhausted and was trying to do something for myself and try to stay optimistic about my hair, though -foreshadowing - that was foolish.
@theDrybar The flat iron comes out, my roots sizzle with virtually every pass, I share that my scalp is still wet, my stylist says it's the product "cooking off", I persist, they pull out the blow dryer. It's a perfumed burnt hair shit show.
@theDrybar But I still keep a glimmer of hope b/c all I wanted was to reward myself and maybe this is like the movies and ill spin around to a whole new me and I don't have the emotional capacity to be disappointed and...
@theDrybar Welp. Here’s what I asked for. Or, better yet, here’s what I took the initiative to request because I was never asked...
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I was recently on a panel when an #hr leader encouraged folks from multiple companies to "bring their whole selves to work." No nuance; just an open call to show up fully in the spirit of engagement. Though well intended, this advice is reckless. 🧵/1
I encourage workers from disenfranchised identity groups to critically inspect these types of invitations, especially in the current macro environment./2
In this struggling economy within a charged political landscape; scarcity mindsets, short-term thinking, low risk tolerance and a laser focus on profitability are to be expected. These are not rife conditions for #diversity or authentic individual expression./3
🧵In January, our then-new CEO asked if we should have a Rooney Rule to increase racial diversity in hiring. (Yes, she’s a dream.) Here’s how I approached the question & what I’m thinking now in case it’s helpful as you consider new #DEI policies for 2021./1
January 2020 reflections:
The NFL’s Rooney Rule is a hiring policy that requires teams to interview at least one candidate of color for head coaching positions. The Rule has failed to yield diversity 17 years after its adoption./2
That being said, numerous companies have adopted the rule or a variation of it in the name of diversity best practices. To assess if Upwork should institute our own version of the Rooney Rule, we analyzed the pros and cons of this rule and of diversity mandates more broadly./3
📣 For those committed to #InclusiveLeadership & #antiracism at work: One of the primary reasons that we aren’t progressing on #DEI is that we’ve been oversold the value of diversity and haven’t dug deeply enough into the personal costs. A thread./1
In my view, the greatest individual cost of DEI is the comfort of the status quo. As @mjmichellekim calls out, we love to coddle it. Breaking the inertia requires all of us to wrestle with the costs and benefits of change and reckon with what we are willing to give up./2
Here are 3 ways in which progress threatens key aspects of who people leaders are and what we can ask ourselves if we’re truly committed to leaving a positive legacy on the future of work./3
I think James Baldwin oversimplified. Being Black in America is to be in *grief,* almost all of the time. After George Floyd was murdered, we encouraged Black employees in particular to take bereavement leave./1
I took this leave myself last week. Grief is typically a private process but now we’re in a global pandemic that’s forcing us to work from home, nay to live at work./2
Dear Egalitarian/Antiracist/Feminist/[Fill In The Blank] Manager:
One of the most impactful actions you can take to increase diversity on your team is MANAGE MEDIOCRITY.
/1
Most workers are average. No shade, just facts. Think about your job candidate debriefs and 9-box matrices. Most people perform in the middle of the respective rating scale or grid./2
It’s in the gray zone of mediocrity - “when given latitude for interpretation” - when -isms surface. -isms don’t surface in macro and micro decisions about superstars or low performers./3
🚸 After weeks of research, I’ve identified 4 categories of solutions employers should consider to support parents through the next year of childcare & education. On the back of a pandemic. And a race crisis. While they show up to meetings with a smile…/1
#1 - Give money & time. This is tough during a recession but we saw just how quickly companies could open up the coffers during June’s acute race crisis. CFOs got creative & budgets were rearranged./2
For parents, dollars for childcare provide the freedom and flexibility to cobble together the supports they’ll need during this unpredictable time.
Parents will also need time to simply hold down the fort, homeschool and serve as their own backup childcare./3