Latest news with #WhiteWomen
Forbes
7 days ago
- Entertainment
- Forbes
AI Misreads Black Women's Hairstyles—And It Could Cost Them Jobs
An August 2025 experiment highlights the disparities in how AI evaluates Black women's hairstyles. For the experiment, eight photos were generated by ChatGPT's image generator DALL-E. Four of the photos were of a Black woman in her late 30s wearing a white button-up shirt. The only variable that was manipulated was the Black woman's hairstyle and included four different hairstyles: straight shoulder-length hair, a big afro, a teeny-weeny afro (TWA), and braids. A second set of four photos of a white woman in her late 30s wearing the same white button-up shirt were generated, with her hairstyle being the only variable that was manipulated and included four different hairstyles: shoulder-length straight hair, a short pixie cut, a bob style, and long, curly hair. There was a total of eight photos that were put into three different AI systems to assess AI's perceptions of the individual. Two of the three AI tools assessed, Clarifai and Amazon Rekognition's AI, produced similar results. Out of the four different Black woman's hairstyles that were analyzed, the braids were the only hairstyle that the two AI tools did not assign the characteristic of intelligence to. The braid hairstyle resulted in lower happiness ratings and more neutral emotional ratings compared to the straight hairstyle and the big afro hairstyle. What was also interesting was that with some of the Black women's hairstyles when comparing them to each other, the AI struggled to recognize them as the same person. The third AI tool used, Anthropic's Claude, rated the braid hairstyle more positively and gave the TWA the highest intelligence rating compared to the three other Black woman's hairstyles. Across all three AI tools, the Black woman with straight hair received the highest professionalism ratings. When assessing AI's analysis of the white woman's hairstyles, across the three AI tools, none of the hairstyles were associated with intelligence-related penalties or negative social trait associations and the AI was able to recognize them as the same person, except when the long straight hairstyle was compared to the bob hairstyle—the AI struggled to recognize these as the same person. For the white woman, the long curly hair received lower ratings from the AI than the other three hairstyles it was compared to. This experiment demonstrated that, in general, a white woman's hairstyle is less likely to affect how AI tools perceive her competence. There are some important implications of this experiment. There is an increasing amount of workplaces that are now leaning on AI tools like facial recognition and facial analysis software to help them verify the identity of job candidates during the interview process, given the rise in fake candidates applying for remote jobs. When these tools are used, it's possible that for Black women who change their hairstyle, the AI systems may not be able to verify their identity, leading to an automatic rejection and preventing them from moving to the next stage of the interview process. For Black women who are part of workplaces that adopt facial recognition and facial analysis technology for access to workplace tools or even company buildings, this could cause them heightened scrutiny, denied entry, delays in verification and possibly being locked out of workplace systems. For workplaces that use AI-powered video analysis tools to assess job candidates, it's possible that AI tools may flag Black women job candidates as less professional, and they may receive lower ratings and evaluations simply because of their hairstyle. Many Black women feel the pressure to conform, assimilate and change their hairstyle to adhere to Eurocentric standards of beauty and understandably so. Failing to adhere to dominant cultural norms could cost them a job. AI is just reflecting biases that are entrenched within society but there are several ways for each of us to push back. Education is imperative; everyone should understand hair discrimination and texturism, and how they manifest both within society and in the workplace. Individuals should also learn about the CROWN Act and ensure that workplace policies and practices (particularly grooming and appearance policies) are inclusive and equitable. During the hiring process, candidates should be evaluated based on objective criteria, rubrics and scorecards should be integrated into the hiring process, and if culture fit is included as a hiring metric, it should be clearly outlined and defined. Lastly, ensure that if you're utilizing AI to aid with hiring decisions, that AI doesn't have the final say and that there is human oversight at every step of the way.
Bloomberg
06-08-2025
- Business
- Bloomberg
Revenge of the Girlbosses
The great Girlboss Implosion that came to a peak in 2020 created a whole category of startup founders who seemed destined to be banished from the business world forever. They were a group of mostly young, White women who capitalized on the 2010s Instagram era, building media-savvy, aspirational lifestyle brands that were tied to their magnetic public images. They sold not only luggage, makeup and workout gear but also the idea that buying their products meant you were supporting feminism and inclusivity. (The term "girlboss" was a product of the same era, coined by retailing entrepreneur Sophia Amoruso in 2014.)
Forbes
09-06-2025
- Business
- Forbes
White Men's Employment Opportunities Decline In Slowing Economy
White men have seen a worse erosion of employment opportunities than White women and Black men, in the recent labor force decline. White men's unemployment rate has risen faster and their employment rate has fallen more than was the case for their counterparts since January 2025, when Donald Trump took office. This disproportionate weakness of the labor market for White men is likely due to troubles associated with Trump's economic policy chaos in sectors where many White men work. The unemployment rate for White men has risen faster since January 2025 than for some comparable groups. The overall unemployment rate rose by 0.2 pct. pt. from 4.0% in January 2025 to 4.2% in May 2025. White men's unemployment grew from 3.4% to 4.0% during that time – a 0.6 pct. pt. increase. In comparison, the unemployment rate for White women fell slightly by 0.1 pct. from 3.7% to 3.6% and the unemployment rate for Black men dropped by 1.4 pct. pt. from 7.1% to 5.7% during the same period. Black men still have a harder time to find a job than is the case for White men. But, their opportunities to find a new jobs have improved, while they worsened for White men. Changes in the unemployment rates for White men reflect fewer employment opportunities. The employment-to-population ratio for White men has fallen by 0.7 pct. pt. from 65.6% in January 2025 to 64.9% in May 2025. This may not seem much, but it means that there were 716,000 fewer employed White men than would have been if the employment-to-population ratio has stayed at the same level in May 2025 as it was in January 2025. In comparison, the employment-to-population rate for White women declined by less – 0.3 pct. pt. from 54.7% to 54.4% --, while the one for Black men actually increased by 0.5 pct. pt. from 60.9% in January 2025 to 61.4% in May 2025. In combination with rising unemployment rates, the faster drop of the employment-to-population ratio for White men suggests that their employment opportunities have declined. Declining employment for White people is often associated with an aging population. Averaging over four-month periods is here necessary since the data are not seasonally adjusted. The unemployment rate for White men overall was 0.2 pct. pt. higher from February to May 2025 than in the prior four months – from October 2024 to January 2025. Comparing the same time periods for White men between the ages of 25 and 54 years old shows no change in the unemployment rate, but an increase of 0.2 pct. pt. in the unemployment rate for White men aged 55 to 64 years old. The problems for White men seem to be concentrated among older men, just as the population is aging. Yet, aging alone cannot explain the challenges that White men face. The unemployment rate for prime age women – from 25 years to 54 years – fell by 0.5 percentage points from an average of 3.8% to an average rate of 3.3% during the same time periods. The opportunities for finding a job have increased for White women in their prime earnings years, while those for White men have stayed the same. Other explanations for the declining employment opportunities for White men could lie in troubles in some industries that employ more White men than White women, for example. Manufacturing employment, which tends to be male dominated, has gradually decline in recent months. In a similar vein, transportation employment, such as trucking – another male dominated industry. It is also possible that White men's employment in some parts of the financial service industry such as commercial banking, which has been flat for about year, could have been hurt, although financial services are about equally split between men and women. The declining employment opportunities for many White men follow to some degree from the chaotic economic policies of the Trump administration. The sectoral changes go along with a slowing economy which has followed from heightened economic uncertainty. In particular, more uncertainty leads people to pull back on spending for durable goods such as cars. And, it has kept interest rates high, making taking out loans less attractive for people and businesses. Unlike in previous times, a slowing economy this time around more impacts White men more negatively than women or Black men.
Black America Web
20-05-2025
- Entertainment
- Black America Web
Robert Griffin III Claps Back At Ryan Clark Following Comments About His Love For 'Milk' aka White Women
Source: Getty Images / Ryan Clark / Robert Griffin III Robert Griffin III was not feeling what Ryan Clark had to say about his marriages to white women. Fox Sports analyst Robert Griffin III had time for ESPN NFL analyst Ryan Clark after the latter called him out on Monday's recent episode of The Pivot . Clark didn't mince words when talking RGIII's ridiculous hot take following the altercation between Caitlin Clark and Angel Reese during Saturday's matchup between the Indiana Fever and Chicago Sky. In his defense of Reese, a Black woman, Clark made sure to point out Robert Griffin III's love of milk, aka his marriages to two white women. 'When RG3 jumps onto the hate train or the angry train, it now follows what we saw from Keith Olbermann, what we saw from Dave Portnoy, as they poured onto Angel Reese to make her the villain, and Caitlin Clark heroic or hero story,' Clark said. 'The one thing we know about RG3 is he's not having conversations at his home about what Black women have to endure in this country. About what young Black women and athletes like Angel Reese have had to deal with, being on the opposite side of Caitlin Clark's rise and ascension into stardom. 'If you're RG3, when is the last time within your household you've had a conversation about what [Angel Reese is] dealing with?' Clark continued. 'You haven't been able to do that because in both of your marriages, you've been married to white women.' RGIII didn't appreciate those comments and used his platform to respond to Clark, writing in the caption for the post on X, 'There's a line you don't cross in life, and Ryan Clark sprinted past it. Following RGIII's long video response, Ryan Clark immediately responded, calling his former colleague 'corny' and a 'bad teammate,' pretty much confirming there has been some longtime bad blood between the two former NFL players Bruh you know what it is with me and you! I saved you the entire season on MNF. I urged people to let you be you. No matter how corny, how bad a teammate you were I had your back. What did you do? Invite someone on your show you know I don't fool with to ask questions about me, and then hit me weeks later to tell me you're gonna challenge one of my takes! You're a phony bro. One of the worst teammates I ever had both on the field and in TV. You gotta do what you gotta do. Bruh. Social media has pulled up a seat for the shenanigans; you can see those reactions in the gallery below. Robert Griffin III Claps Back At Ryan Clark Following Comments About His Love For 'Milk' aka White Women was originally published on Black America Web Featured Video CLOSE
