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Hair colour stereotyping is well documented in countless jokes as well as in the psychological literature. Blondes, for example, are stereotyped as incompetent, but likeable. Those with red hair are stereotyped as competent but cold or with a fiery temper. These and other stereotypes may affect job progression, mobility, and the rise to the corporate suite. To test this research question, the hair colour of CEOs of the Fortune 500 was recorded and analysed. The results support the pre conceived hair colour stereotypes. Of this group, only 11 CEOs (2.2%) were blonde while 17 CEOs (3.4%) had red hair. The remainder of the 460 male non‐minority CEOs (92%) had either brown or black hair. Do ste reo types or per cep tions be come reality? Is awareness the first step in correcting the disparity? Is the disparity a problem? Does it point to discrimination in lower organisational ranks? Is this bias warranted? The article discusses the possible implications of these findings. Areas for further research are also included.

The formal and informal regulation of employees' appearance is a routine component of organizational life. In our research, we analyze appearance-related employment discrimination lawsuits. These cases involve organizational dress codes, grooming policies, and employers' attempts to regulate employees' appearance with regard to weight, hairstyles, religious attire, body art, and more. Men and women who refuse to comply with appearance norms face termination of their employment, promotion denials, lower wages, transfers, not being hired in the first place, and other workplace sanctions. Our focus on court deliberations and decisions allows us to explore not only the gendered nature of appearance policies themselves but also how the legal system supports, reinforces, codifies, or, conversely, deems unacceptable such policies. Our data demonstrate that organizations and courts are likely to support appearance norms that reinforce traditional ideas about femininity and masculinity.

Human hair may contain deposits of illicit drugs. Testing of hair will provide an indicator of drug use at the time the hair was grown. Hair samples have several advantages over urine samples, particularly length of surveillance period (months rather than days) and resistance to tampering. Any form of drug‐testing must be seen as a component of a clinical plan for the management of the patient's drug misuse, mental disorder and offending.