Final answer:
It is generally true that it is unlawful under Title VII for employers to have different hair length requirements for male and female employees, as such practices are considered discriminatory based on sex.
Step-by-step explanation:
The question posed enquires about the legality under Title VII of the Civil Rights Act of 1964 of having different hair length requirements for male and female employees. The answer is generally True; it is unlawful under Title VII for an employer to enforce different hair length requirements based on gender.
Title VII prohibits employment discrimination on the basis of race, color, religion, sex, or national origin, covering a range of employment practices, including hiring, pay, promotions, and other terms of employment. While not explicitly mentioning hair, courts have interpreted Title VII to also protect against discrimination on the basis of immutable characteristics, which can include hair texture and grooming practices.
In particular, workplace grooming practices, such as hair length requirements, fall under the scope of Title VII when they affect individuals of one gender disproportionately or when they are rooted in gender stereotypes. The emphasis on prohibiting discrimination based on sex would extend to practices that require different grooming standards for men and women if they result in unequal treatment of employees.
Additionally, the guidance from the U.S. Equal Employment Opportunity Commission (EEOC) underscores that it is illegal to segregate an employee based on religion, which may include religious garb and grooming practices, suggesting a broader interpretation of the law beyond purely religious concerns to other aspects of personal appearance and identity.