It often happens quietly—but the message hits hard.

An employee is pulled aside and told they don’t “fit the image.” That their look is “too urban.” That they’re “unprofessional,” “not polished enough,” or “not the right face for clients.” The words may sound vague, but the meaning is painfully clear.

For many workers across Michigan, these comments aren’t about job performance at all. They’re about race, culture, and identity—and the pressure to erase it to stay employed.

Being singled out for how you look, speak, or present yourself can be humiliating, isolating, and destabilizing. And when those judgments are tied to racial or cultural stereotypes, they aren’t just offensive. They can be unlawful.

What Counts as Illegal Discrimination in Michigan

Adverse Actions Tied to Race or Racial Stereotypes

If an employer takes negative action against you based on how you look, speak, or present yourself—and that judgment is rooted in racial bias—it may qualify as unlawful discrimination. Common adverse actions include:

• Termination after being told you don’t “fit the image”
• Demotion or reassignment away from visible roles
• Discipline for vague or selectively enforced standards
• Denial of promotions or client-facing roles without clear, consistent criteria

When these actions disproportionately affect employees of color, especially after coded comments about being “too urban” or “unprofessional,” the law takes notice.

How “Looking Unprofessional” Can Be Evidence of Bias

“Unprofessional” is one of the most misused words in workplace discrimination cases. On its own, it’s meaningless. What matters is how and against whom it’s used.

Red flags include:

• No written standard explaining what “professional” means
• Rules that change depending on who is being judged
• Hairstyles, clothing, or cultural expression being singled out
• White coworkers engaging in similar conduct without consequence

Courts and investigators look beyond labels to see whether “professionalism” is being used as a proxy for race.

Michigan Law: Your Rights Under State Civil Rights Protections

The Elliott-Larsen Civil Rights Act

Michigan’s primary civil rights statute provides powerful protections for employees facing race-based discrimination.

Under Elliott-Larsen, employers are prohibited from discriminating based on:

• Race
• Color
• Ethnicity

And that prohibition applies to every stage of employment, including:

• Hiring
• Firing
• Discipline
• Promotions
• Job assignments
• Terms and conditions of employment

Protection Even When Discrimination Is Subtle or Coded

One of the most important aspects of Michigan law is that it does not require overt slurs or explicit racism. The statute protects employees even when discrimination is:

• Subtle
• Indirect
• Based on stereotypes
• Communicated through coded language

You don’t have to be called a racial slur to have a valid claim.

Federal Law Also Protects You

The Equal Employment Opportunity Commission (EEOC)

Federal workplace discrimination laws are enforced by the Equal Employment Opportunity Commission. The EEOC investigates claims of race-based discrimination and retaliation nationwide, including cases involving appearance standards tied to racial stereotypes.

Employees are protected when they:

• Oppose race-based discrimination
• File internal complaints
• Participate in investigations
• File charges with the EEOC

Retaliation for any of these actions is prohibited under federal law.

Title VII Protections Against Race-Based Discrimination

Title VII of the Civil Rights Act makes it illegal for employers to discriminate based on race, including decisions involving:

• Hiring and firing
• Promotions and assignments
• Discipline and performance evaluations

Importantly, Title VII also prohibits discrimination based on racial stereotypes—not just explicit racial categories.

Dress Codes, Grooming Policies, and the Law

When Employers Are Allowed to Set Appearance Standards

Employers may set reasonable, job-related appearance rules when they are:

• Clearly defined
• Consistently enforced
• Truly necessary for the role

Neutral policies applied evenly are generally lawful.

When Appearance Standards Become Discriminatory

Policies cross the legal line when they:

• Target cultural or racial expression
• Are enforced selectively
• Rely on vague, subjective terms like “polish” or “image”
• Are used to justify adverse actions against certain racial groups

The problem isn’t having rules—it’s how and against whom they’re used.

Signs Your Termination Was About Race—Not Appearance

Comments About Being “Too Urban,” “Too Aggressive,” or “Not Polished”

These phrases are not neutral. They’re often racially coded language used to criticize how someone looks, speaks, or carries themselves—without naming race directly.

When these comments are aimed disproportionately at Black employees or employees of color, they can signal discrimination, not a legitimate workplace concern.

Sudden Discipline After Years of Positive Performance

A major red flag appears when:

• You received positive reviews for years
• No prior performance issues existed
• Discipline starts only after appearance-related comments or concerns are raised

Courts and investigators pay close attention to timing. A sudden shift in how you’re treated often speaks louder than the employer’s explanation.

Being Treated Differently Than Similarly Situated Coworkers

Discrimination often shows up through comparison:

• Coworkers with similar roles aren’t disciplined
• Others violate the same “standards” without consequence
• Only certain employees are labeled “unprofessional”

Unequal treatment under the same rules is powerful evidence that appearance is being used as a stand-in for race.

Moving Goalposts About Professionalism

Another warning sign is when expectations keep changing:

• You meet one standard, then are told it’s not enough
• No written policy explains what’s required
• Feedback stays vague and subjective

When professionalism can’t be clearly defined—or keeps shifting—it often means the issue isn’t performance at all.

Termination Shortly After Raising Concerns

Timing matters. Being fired soon after:

• Questioning appearance-based comments
• Raising concerns about bias
• Asking for clarification or fairness

can strongly suggest that the termination was retaliatory or discriminatory—not coincidental.

What to Do If You’re Fired or Disciplined for Looking “Too Urban”

Preserve Emails, Texts, and Performance Reviews

Save anything that shows:

• Positive performance before appearance-related comments
• Emails or messages referencing “professionalism,” “image,” or “fit”
• Sudden changes in tone after criticism about how you look

Do not rely on your employer to preserve records for you. Back them up privately.

Write Down the Exact Language Used by Supervisors

Words matter. Write down:

• Phrases like “too urban,” “not polished,” or “not client-facing”
• Who said them, when, and in what context
• Whether the comments were repeated or escalated over time

Coded language is often the strongest evidence in appearance-based discrimination cases.

Identify Comparators Treated Differently

Think about coworkers who:

• Held similar roles
• Had similar performance histories
• Were not disciplined for similar appearance choices

If rules were enforced against you—but not others—that inconsistency is critical.

Avoid Signing Severance Agreements Without Review

Severance agreements often include:

• Waivers of discrimination claims
• Non-disclosure or non-disparagement clauses
• Tight deadlines designed to rush your decision

Once signed, these agreements can permanently cut off your rights. Review before you sign—always.

What Compensation May Be Available

Back Pay and Lost Wages

Compensation for income lost from the date of discipline or termination forward.

Front Pay or Reinstatement

Depending on the circumstances:

• You may be reinstated to your position, or
• Awarded future wages when returning isn’t realistic

Emotional Distress Damages

Being targeted for who you are can cause real harm, including:

• Anxiety and stress
• Loss of confidence and reputation
• Emotional pain tied to humiliation and isolation

Attorney Fees and Costs

Civil rights laws often require employers found liable to pay legal fees and costs, ensuring access to justice isn’t limited to those who can afford it.

“Too Urban” Is Not a Lawful Reason to Fire Someone

Calling someone “too urban” doesn’t sanitize discrimination—it exposes it. Racially coded language does not shield unlawful conduct, and employers don’t get a free pass by hiding bias behind words like “professionalism,” “image,” or “fit.”

When appearance-based criticism is tied to race or racial stereotypes, it crosses a legal line. Michigan and federal law are clear: you cannot be punished, demoted, or fired because your identity doesn’t match someone else’s biased idea of what professionalism looks like.

Marko Law represents employees across Michigan who were targeted for who they are—not how well they worked. If your job was taken because of racially coded judgments about your appearance, you deserve accountability and a path forward.

Contact Marko Law for a Free Case Evaluation

If you believe you were fired or disciplined for looking “too urban,” don’t wait. Evidence fades, deadlines are strict, and employers move quickly to protect themselves.

📞 Phone: +1-313-777-7777
📍 Main Office: 220 W. Congress, 4th Floor, Detroit, MI 48226
🌐 Website: https://www.markolaw.com/