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Furthering our previous study on damage to hair, this paper investigates the effects of three different hair damaging treatments on colouration effects with an oxidizing semi-permanent colourant. The three damaging treatments are (i) sunlight (simulated by Xenon light), (ii) perming and (iii) bleaching. The colour uptake was evaluated differently with a conventional method by CIE L*a*b* system of equation.

In addition, the colour fastness properties of coloured hair to different simulated daily activities, such as (i) hair washing, (ii) hair perming, (iii) sunlight exposure and (iv) swimming in sea water were also examined.

Based on the experimental results, it can be concluded that hair treatment with bleaching can improve colouring performance because melanin is eliminated from hair. At the same time, the colour fastness properties of coloured hair under different colour fastness testing conditions becomes worse with respect to the increasing degree of damaging treatment

This paper investigates the effect of three different treatments, namely (i) sunlight exposures, (ii) bleaching and (iii) perming on the damage of the keratin fibres (with the use of human hair). Scanning electron microscopy was applied to examine the surface morphology of the samples. Hair samples appeared to be rougher and their scales diminished after the treatments. The degree of colour change of samples was measured using a diffuse reflectance spectrophotometer. All three different treatments caused a certain degree of colour change on the samples. Urea bisulphite solubility test was also employed to investigate the alkaline damage of samples.

The results illustrated that the urea bisulphite solubility of samples conformably decreased when they were subject to these three types of treatments. With respect to the tensile strength property, the results indicate that the breaking load of treated samples decreased dramatically after undergoing three different types of treatments. On evaluating the test results, it was concluded that the bleaching process imparted the most severe damages to hair. The results of the different test methods were evaluated and discussed.

The purpose of this paper is to demonstrate a concept‐response segmentation used to identify different customer “mind‐sets”. Based on this segmentation, in a merchandising situation, one can interact with the customer to identify the segment to which the customer belongs and in turn offer the proper product and merchandising.

The study deals with the creation of new hair products, using both ideation by brand Delphi™ and by experimental design of ideas with conjoint measurement (IdeaMap.Net). It ends with the creation of a merchandising product for hair coloring based on concept segmentation. First the internet was used to facilitate the acquisition and prioritization of new ideas. Then the experimental design of ideas was used to identify which perform well in the body of test concepts.

Three segments were identified: Segment 1 (54 percent) wants easy to use, high technology, and reliable products. Segment 2 (25 percent) wants to give, and get information about themselves, with respect to hair coloring. Furthermore, they want to make information giving/getting a process, not simply a rapid 1‐2‐3 affair. Segment 3 (21 percent) wants results. They want information, primarily what the product will do for them, what it delivers.

The innovative research deals with the creation of “new to the world” product ideas and the segmentation of respondents into different groups, based on their mind‐sets.

The segmentation results provide the manufacturer and the trade with an opportunity to fine‐tune the development of the new product and its merchandising. One of the recurring questions, however, is how to find these segments in the population? Data mining works by searching for assignment rules that put people into the segments based on a decision rule. The variables used by the decision rule come from external information about the respondent, which the respondent may have provided previously, or patterns of purchases that the individual may have made over time. The objective is to increase the chances of correctly classifying a new individual as a member of one of the three segments, and by so doing present the prospect with a better offer, whether an improved product or shopping experience.

The study deals with the creation of new hair products, using both ideation by brand Delphi™ and by experimental design of ideas with conjoint measurement (IdeaMap.Net). This is a discussion towards high tech in merchandising haircoloring products. It examines new opportunities for development.

This research aims to examine whether the facial appearances and expressions of Airbnb host photos influence guest star ratings.

This research analyzed the profile photos of over 20,000 Airbnb hosts and the guest star ratings of over 30,000 Airbnb listings in New York City, using machine learning techniques.

First, hosts who provided profile photos received higher guest ratings than those who did not provide photos. When facial features of profile photos were recognizable, guest ratings were higher than when they were not recognizable (e.g. faces too small, faces looking backward or faces blocked by some objects). Second, a happy facial expression, blond hair and brown hair positively affected guest ratings, whereas heads tilted back negatively affected guest ratings.

This research is the first, to the best of the authors’ knowledge, to analyze the facial appearances and expressions of profile photos using machine learning techniques and examine the influence of Airbnb host photos on guest star ratings.

Take the word “research,” combine it with the words “experiences around hair,” and you inevitably get a personal story. Whether it’s concerns about too much hair, complaints about one’s lack of hair, or the ability of hair to intimidate or convey authority, questions related to hair appear to provoke passionate responses in the form of narratives. The authors believed “hair” stories would provide a unique method for examining employment realities in nonprofit and public sector workplaces. The paper aims to discuss these issues.

Attendees at the 2009 Association for Research on Nonprofit Organizations and Voluntary Action (ARNOVA) conference were invited to a symposium discussing what “hair” might indicate about the lived experiences of individuals employed in nonprofit and public sector workplaces. A participatory action research methodology was used to engage 24 academics and practitioners in structured small group conversations about workplace hair-related image management issues. A storytelling framework was used to guide the content analysis of the 305 narratives generated by two focus groups.

The interview questions were literal ones, yet the responses that were elicited were figurative. As the process unfolded, it became clear the focus group participants had to tell their own individual stories, in their own way, before they could answer the research questions. Hence, the storytelling dimension became a critical component of this research as a vehicle for conveying the power behind what may have initially appeared to be a simple set of questions and answers.

Selection bias in this study was unavoidable, given the voluntary nature of participation and the transparency of the study’s purpose. Given the chosen research approach, the project findings may also lack generalizability. However, since the so-called “subjects” of the investigation are the same persons found in sector workplaces, there is no way to avoid this limitation in any related assessment.

This project allowed for a new understanding of how the direct and literal approach often used by social scientists to investigate the impact of attitudes and perceptions on social outcomes might best be replaced or augmented by methods that uncover the ways in which subjects frame the effects under examination within the context of their personal experiences.

One’s appearance takes on professional and, often, political ramifications whether the individuals involved desire this or not. Ironically, one’s ability to appear more casual may be one of the benefits of working in the nonprofit or public sectors as a means of connecting to constituents and stakeholders. However, given the need to serve multiple and competing audiences, this ability to identify and connect with others may have unintended consequences that may not be experienced in the private sector, where stakeholders may have a more unified set of goals.

This project focused on a relatively under-researched audience and subject: hair and image management. Each day, individuals make a choice about their appearance, which includes their hair. For those working in the nonprofit and public sectors, especially women and people of color, there appear to be implicit areas of concern that manifest themselves in the workplace, many of which were identified through this research.

The increasing prevalence of unconventional appearance attributes (e.g. tattoos, piercings, unnatural hair color, alternative clothing) is a concern among employers as these appearance attributes are often viewed negatively. Because much of the existing employee appearance research has been conducted in the USA, the purpose of this paper is to examine employee beliefs regarding the impact of unconventional employee appearance on customer perceptions of service quality in Mexico and Turkey. The authors also examine the impact of gender, age, and position level.

The sample consisted of 295 white collar employees in various service industries in Turkey and Mexico. Respondents reported how they thought eight employee appearance factors (tattoos, facial piercings, unconventional hair color, unconventional hair styles, sweat pants, clothing with rips or tears, clothing that bears midriffs, belly-buttons, or cleavage, and uniforms) would affect customer perceptions of service quality.

Employees in both Mexico and Turkey indicated that uniforms would have a positive impact on customer perceptions of service quality and all seven unconventional employee appearance attributes would have a negative impact. Significant differences for country, gender, age, and position level were also found.

Future research including a more diverse group of countries and cultures is needed. Future research should also attempt to control for differences in type of organization, organizational culture, and job type.

Alternative fashion and appearance styles may be trendy but there are risks in how these might be perceived by customers and by colleagues at work.

This study examines employee beliefs regarding the impact of a variety of unconventional employee appearance attributes on customers’ perceptions of service quality in Mexico and Turkey.

A recent study reported Black women are frequently labeled unprofessional due to hair presentation, 1.5 times more likely to be sent home citing “unprofessional hair,” and 80% likely to alter their natural hair texture (Dove, 2019) through chemicals or heat to fit into organizational norms. Meanwhile, conversations about hair discrimination and bias remain whispers in The Ivory Tower. Despite this study, contemporary research regarding higher education and the politics of Black women, Black hair, and hair texture is sparse. The lack of representation in higher education organizations and lack of literature suggest that Black, higher education professional women are at risk of experiencing chilly work environments that could impact belonging, career trajectory, and earning potential. Some individuals outside the African Diaspora may consider the notion of a physical characteristic, like hair, to be insignificant, let alone a salient identity for Black women. However, my experience as a higher education practitioner and scholar states differently. I assert higher education institutions continue to perpetuate and reproduce oppressive dynamics that specifically target Black women and Black hair when hair discrimination and bias are left out of the conversation to address diversity and inclusion concerns. This chapter introduces a historical context of Black hair discrimination; explores my lived experiences navigating Black hair, hair texture, and professionalism in higher education; outlines challenges for higher education institutions and prioritizes Black women alongside diversity and inclusion efforts.

When young children notice and comment about physical appearance differences often associated with race, adults may experience discomfort and uncertainty about how to respond. As a result, many adults try to avoid or terminate such discussion, leaving children with unanswered questions and misunderstandings. To prepare educators to be supportive of the development of children’s positive racial identity and racial awareness, it is important for educators to examine their own attitudes, biases, and knowledge about race and racism. This chapter summarizes research on children’s racial identity and awareness, describes critical approaches to anti-racist education, and provides resources and strategies through which professionals can better understand themselves and the young children they serve.