On May 25th, we outlined four commitments to improving ourselves, our brewery, and to be leaders in the industry at the wake of much conversation within the craft brewing industry. Today, we'd like to give an update on the work we've done, the work upcoming, and where we know we still are not 100% happy with the progress made. We hope by being transparent with our journey and being in integrity with our timelines that we show to others and ourselves the commitment needed to make change.
Our four commitments and their status:
Commitment 1: Review and renew our company values and zero-tolerance workplace harassment policy. Completed and shared publicly by no later than June 15th, 2021.
Status: This has been reviewed and is posted on our blog. While we believe we are on the right path with these policies, we understand that we need help. This updated Company Values and Harassment Policy is what we stand behind today, and we are working with the team at Beer. Diversity. to update these even further over the next two-months.
Commitment 2: Training and development for all employees, sales staff, and partners to be completed by a third-party consultant. Completed no later than July 31, 2021.
Status: We are on track to make this commitment with training starting the first week of July. While this is the start, it is not the end and we will be reviewing ongoing training for staff, leadership and new-hires.
Commitment 3: Create and commit to 1 and 3 year goals for diverse hiring and staffing to be completed with a third-party consultant. Completed and shared publicly by no later than August 31st, 2021.
Status: This work starts next week for us and we're incredibly excited to get into the work. We'll provide an update July 31st.
Commitment 4: Work with Kwantlen Polytechnic University to create a scholarship specifically for women in hopes of investing in the future of a diverse industry. Completed and shared publicly by no later than August 31st, 2021.
Status: We're so excited about what we have in the works for this. We have nearly finalized the scholarship with Kwantlen and are very close to being able to share the details. We should be able to fulfill this commitment earlier than expected and will provide an update July 31st.
Zero Tolerance Workplace Harassment Policy
Equal Opportunity Employer
It is the policy of Bomber Brewing to provide equal employment opportunities to all employees and applicants for employment, and not to discriminate on any basis. It is our intent and desire that equal employment opportunities are provided in employment and recruitment.
Bomber Brewing has a zero tolerance policy for workplace harassment or bullying. This policy includes intimidation of employees on any basis including race, colour, sex, gender, sexual orientation, age, religion, national origin, handicap, or disability. Any harassment, including acts creating a hostile work environment or any other discriminatory acts directed against our employees will result in immediate termination. All employees will be treated in a fair and respectful manner. This policy statement applies to all employees, including permanent, temporary, casual, contract, and student workers. It applies to both interpersonal and electronic communications including email and social media.
Open Door Policy
Misunderstandings or conflicts can arise in any workplace. If you have a question or complaint or are bothered by a job related situation, you should first speak with your immediate supervisor or manager. If, however, the issue is not resolved, you are encouraged to bring your concern to our HR department.
Employee Code of Conduct
As an employee, it is important for you to know what personal conduct is expected of you while on the job. Theft, fraud or dishonesty of any kind will not be tolerated and will result in termination.
Professional Conduct refers to acting with professionalism while on shift, or on site in company venues. All staff are expected to act professionally in accordance with our company values. When an employee fails to act according to this standard it reflects poorly on the employee, the venue and the company as a whole. Employees are encouraged to be guests in our venues when not working provided they consume alcohol responsibly and treat guests and staff with respect and courtesy.