The cliche, “It’s not what you know, it’s who you know,” could be further refined to read, “It’s not what you know, it’s who you know and how you look.” One of the often-overlooked secrets to success may indeed lie in one’s level of conventional physical attractiveness. “Pretty privilege” may be one such secret.
Privilege, in its simplest form, is about power dynamics and hierarchies based on various social identities. Privilege can be found in race, religion, gender, gender identity, ability, sexual orientation, and socioeconomic status. One type of privilege that affects many, yet may not be obvious to most, is the concept of “pretty privilege.” This type of privilege describes the advantages afforded to individuals deemed conventionally attractive to those in positions of power.
Understanding Pretty Privilege and Racial Bias
Pretty privilege is a very real phenomenon. Research suggests that individuals who are considered physically attractive are often hired, promoted, and paid more than their less attractive but equally qualified counterparts (Cohn, Moskowitz & Urminsky, 2018, Mobius & Rosenblat, 2006). Furthermore, when pretty privilege is viewed through the lens of racial bias, the effects become more complex and yet, damning.
This phenomenon is tied to internalized racism when societal beauty standards are adopted within racial groups.
Racial bias refers to the discrimination that individuals or groups experience based on their race or ethnicity. Racial bias can be explicit or implicit and can manifest through institutional racism, structural racism, interpersonal racism, or internalized racism. When pretty privilege intersects with racial bias, it perpetuates beauty standards that are often discriminatory.
One of the main ways racial bias manifests itself in the context of pretty privilege is through the prevalence of Eurocentric beauty standards. Markedly, these standards often prioritize lighter skin, straighter hair, thinner lips, and narrower noses, marginalizing Black women who do not conform to these beauty standards.
The Impact of Eurocentric Beauty Standards on Black Women
Black women, whose natural features may include darker skin, curly hair, broader noses, and fuller lips, often find themselves excluded from mainstream definitions of beauty. Surprisingly, these features may only be accepted as beautiful when they appear on racially ambiguous women. The exclusion from mainstream definitions of beauty can sometimes lead to lower self-esteem, feelings of inadequacy, and a nagging pressure to conform to Eurocentric beauty standards.
In the workplace, Black women may face significant obstacles in hiring and promotions if they do not fit these beauty standards. Studies have shown that recruiters and employers may subconsciously favor candidates who align with Eurocentric beauty standards, leading to systemic disadvantages for those who don’t align with these standards (Mbilishaka, 2018; Thomas, 2016; Warren & Rodriguez, 2018). These obstacles in hiring practices also happen within racial groups among Black employers and Black employees. This phenomenon is tied to internalized racism when societal beauty standards are adopted within racial groups. Markedly, a Black employer may subconsciously favor Black employees who have lighter skin and more Eurocentric features.
Black women who do conform to these beauty standards may receive more favorable treatment compared to their peers who do not. However, this favorable treatment is often conditional and based on their ability to consistently and willingly conform to restrictive beauty standards.
Colorism rears its ugly head during an episode of “Signed” on Vh1
Hair Discrimination
Hair plays a significant role in Black identity and culture. Styles like afros, braids, and locs are expressions of cultural heritage and personal style. Nonetheless, Black women often face discrimination for wearing their natural hair or protective styles. This discrimination can manifest in workplace policies (spoken or unspoken) that deem such hairstyles as “unprofessional,” leading to unfair treatment, job insecurity, or the constant pressure to alter their hair to fit Eurocentric norms. The pressure to fit those norms can be not only expensive but it can be damaging to women’s hair and mental health. Therefore, those who choose to wear their natural hair may face overt or covert workplace discrimination.
The emergence of legislation like the CROWN Act seeks to address and combat hair discrimination, promoting a more inclusive workplace environment. However, while such legislation provides protection against overt hair discrimination, the deep-seated effects of pretty privilege remain pervasive.
The Code-Switch and Mental Health
The psychological and emotional toll of navigating pretty privilege and racial bias can be profound. Black women often face a dual burden: they must meet professional standards while also conforming to beauty norms that are inherently discriminatory. Nevertheless, it is a dance that can be mentally exhausting.
The constant need to negotiate between professional expectations and cultural identity can lead to significant identity struggles. Black women may feel compelled to physically code-switch to fit into the workplace. Not only can the constant reminder that their natural features are not professional or beautiful leads to internalized racism, but it can also contribute to mental health issues such as anxiety and depression.
Addressing Pretty Privilege and Racial Bias in the Workplace
Creating an inclusive workplace environment requires a comprehensive approach that addresses both pretty privilege and racial bias. Henceforth the approach must raise awareness, promote cultural competency, and implement inclusive polices that change the culture of the workplace.
The intersection of pretty privilege and racial bias in the workplace creates unique challenges for Black women. Overall, by understanding and addressing these issues, we can begin to foster a more inclusive and equitable professional environment.
Promoting diverse representation, challenging discriminatory beauty standards, and supporting legislative efforts like the CROWN Act are essential steps towards dismantling the harmful effects of pretty privilege and racial bias. Only by actively confronting these issues can we hope to create workplaces that truly value and respect every individual showing up as their authentic selves, regardless of their appearance.
References:
Asare, J. G. (2023, May 10). How hair discrimination affects Black women at work. Harvard Business Review.
Bryant, S. L. (2013). The beauty ideal: The effects of European standards of beauty on Black women. Columbia Social Work Review
Halford, J. T., & Hsu, S. (2014, December 19). Beauty is Wealth: CEO Appearance and Shareholder Value. Available at SSRN.
Mobius, M. M., & Rosenblat, T. S. (2006). Why beauty matters. American Economic Review, 96(1), 222-235.
*Research suggests that individuals who are considered physically attractive are often hired, promoted, and paid more than their less attractive but equally qualified counterparts (Halford & Hsu, 2014, Mobius & Rosenblat, 2006).
*Studies have shown that recruiters and employers may subconsciously favor candidates who align with Eurocentric beauty standards, leading to systemic disadvantages for those who don’t align with these standards (Asare, 2023, Bryant, 2013)
