Iowa Trucker Sues Over Alleged Dreadlocks Discrimination
A Black truck driver has filed a lawsuit against an Iowa company, claiming he was fired for refusing to cut his dreadlocks. The case highlights ongoing issues of hair discrimination in the workplace.
Drew Harvey, a 26-year-old truck driver from Crete, Illinois, has initiated legal action against Des Moines-based TMC Transportation, alleging racial discrimination. The lawsuit, filed in Iowa state court, claims Harvey was terminated from his position as a flatbed truck driver due to his refusal to cut his dreadlocks.
The incident occurred in June 2024, just one day after Harvey began his orientation with the company. According to the legal filing, Harvey was informed by human resources that his hairstyle posed a "safety issue" and was given an ultimatum to either cut his dreadlocks or face termination.
This case is not isolated, as similar incidents have been reported across the United States. In Texas, a Black high school student faced suspension over his dreadlocks, while in Kansas, concerns were raised when an 8-year-old Native American boy was required to cut his hair, which he had grown for cultural reasons.
Harvey's lawsuit states that he attempted to find a compromise, offering to trim his hair, style it differently, use a hair wrap, or purchase a different hard hat. However, the company allegedly rejected these proposals, leading to Harvey's dismissal.
The trucking industry, which employs over 3.5 million drivers in the US, faces ongoing challenges with driver shortages and retention. This case highlights the intersection of safety regulations and cultural practices, presenting complex issues for the sector.
Harvey's legal action cites violations of the Iowa Civil Rights Act, which prohibits discrimination based on race, color, and national origin in employment. The lawsuit also alleges inconsistent policy enforcement, claiming that Harvey observed several non-Black employees with long hair during his brief employment.
The case brings attention to the broader issue of hair discrimination in the workplace. The CROWN Act (Creating a Respectful and Open World for Natural Hair) has been passed in several US states to address this form of discrimination. Additionally, the concept of "cultural competence" in workplace policies has gained importance in recent years, with many companies implementing unconscious bias training to address discrimination issues.
The trucking industry, which contributes significantly to the US economy by moving over 70% of the nation's freight, has seen increased focus on diversity and inclusion initiatives. The US Department of Transportation has also launched programs to promote diversity in the transportation workforce.
Harvey is seeking unspecified damages for lost wages and emotional distress. This case adds to the growing number of hair discrimination incidents that have led to policy changes in schools, workplaces, and the military, challenging traditional notions of "professionalism" in appearance that may perpetuate racial biases.
As the lawsuit progresses, it may prompt further discussions about balancing safety regulations with cultural practices in the transportation sector and other industries. The outcome could potentially influence future policies and practices regarding employee appearance and cultural accommodation in the workplace.
"My hair was important to my culture and spirituality."
This case underscores the ongoing challenges in addressing workplace discrimination and the need for policies that respect cultural diversity while maintaining safety standards in industries like trucking.
