This case involves an employee of a program that helped welfare recipients return to the workforce. The employee was African American and her supervisor was also an African American woman. The company had a casual dress code for days when students were not attending classes. The employee’s supervisor regularly dressed in Afrocentric attire and wore her hair wrapped in an African hair dress. The employee had short, curly blond hair, which had been dyed from a natural color of brown to blond. The employee usually wore business dress to work. The supervisor made various statements about the employee including that she thought the employee was a “want to be” meaning that she thought the employee had dyed her hair blond because she wanted to be Caucasian. The supervisor also stated to the employee that she thought the employee should stop wearing business attire and should dress in Afrocentric attire like she did. One day, the employee released her students prior to the scheduled release time. All of the other employees also released their students early that day. There had been several incidents where the supervisor had deliberately excluded the employee from staff meetings. The supervisor sent a letter to the employee giving her notice that her actions constituted grounds for termination of the employee’s retention by the company. The supervisor fired the employee a few days later. The employee sued the company alleging that her firing was motivated by a discriminatory intent and violated Title VII of the Civil Rights Act.