May brought forth an online onslaught of women in and around the brewing industry sharing tales of discrimination, sexual harassment, assault and toxic workplaces via a pair of Instagram accounts (@ratmagnet, @emboldenactadvance). After a large number of local brewery and bar owners and staffers were named in the stories that surfaced, the San Diego Brewers Guild issued the following statement on via its Instagram account on Monday, May 17:
The San Diego Brewers Guild stands by victims of harassment, particularly in the craft brewing industry. In our tight-knit community, it is deeply concerning to hear stories of our female members being physically or mentally harmed by industry peers. We encourage our members and fans to read, listen and reflect on what each of us can do to make these stories a part of our past and not our present or future. We acknowledge as an industry, we are overdue for change, and as an organization, the SDBG can do better to be that change. Accordingly, we are examining what steps we can take to educate our membership, hold ourselves accountable, and prevent harmful treatment by and against each other. Stay tuned for updates.
The first of those updates was posted on the Guild’s blog by Executive Director Paige McWey Acers on Thursday, May 20, and outlined several of the organization’s initiatives, most of which focus on education. Chief among them is provision of sexual-harassment training for member breweries. The first training session will take place on June 11 and be conducted by employment attorney Heather Stone from the local office of law firm Dinsmore & Stohl, LLP. It will be targeted toward non-supervisory employees and cover topics such as reporting incidents; enabling viewers to recognize bad behavior and report it without fear of retaliation. Steps employees can take to create a safe, inclusive workplace will also be provided.
Following the June 11 event, the Guild will co-host a series of California-compliant sexual harassment training sessions for employees and supervisors in different parts of the county to make it easier for people to participate regardless of geography. Starting in 2022, these trainings will be annual affairs so new hires can be included and companies can meet State-mandated training requirements.
The blog post offered links to resources for victims of sexual assault, including the Center for Community Solutions, National Sexual Violence Resource Center and RAINN (Rape, Abuse and Incest National Network).
Also in the works is an industry-specific code of conduct, which is being developed by a task force made up of ten individuals nominated and invited to participate by the Guild’s Board of Directors. While members of the Guild’s leadership team acknowledge the organization is unable to enforce compliance with such a code when it comes to non-members, they are hopeful all within the industry will take note of the overwhelming support for change that exists within it and do their part and their best to facilitate improved workplace conditions.
“Change of any kind is hard, and it will not come easy or fast. The more commitment and adoption we get from the broader craft-beer community, the higher the likelihood for real, sustained improvement,” says Guild President Virginia Morrison, an employment lawyer and CEO of Carmel Mountain Ranch-based Second Chance Beer Co. “We are in the process of setting an initial meeting, during which we will commit to a date for completing the first draft of the code. Prior to being finalized, the draft will be shared for comment with membership and others from the community who have expressed an interest in helping be part of the change we all want.”
People who wish to assist the Guild in its efforts are invited to send an email, including an explanation of why they want to assist and what skills, experience and perspective they can offer, as well a résumé, though the latter is optional.