CODE OF CONDUCT

As an organic brewery and Certified B Corp, Aslan has always had a focus on sustainability and taking care of our environment and community. But it’s time we look deeper inwards structurally and individually to address implicit bias in our learned behaviors and hiring practices. We are aiming to be more transparent about our actions and are dedicated to involving our community in this process. We know that without radical transparency and accountability, companies like ours risk being performative. 

There are more than 8,000 breweries in the U.S. and it should be no shock to anyone that it is a white, male-dominated industry. Our goal is to break this stereotype and make every effort to create equal opportunities for all minority groups to allow the industry to thrive for years to come. We are striving to provide an accepting atmosphere for all within our community. Change doesn’t happen overnight, and we will continue to review ourselves as a company to ensure that we are taking actionable steps to create equality in the workplace and outside of it. 

“Now, more than ever before, we must be more active with our intentions. No longer can we simply say that social equity is a key element of our ethos and lay satisfied with the status quo. We have to be actively anti-racist and radically supportive of women, non-binary folks, and members of the LGBTQ+ community. As a company owned by three white males, in an industry that is predominantly white and male, we have a long way to go to build real social equity internally and within our community. We will never truly be able to say we are finished with the work of building and maintaining an inclusive and equitable culture. We have a duty to keep the conversation going. With that, we will commit to taking small, but frequent steps that will continue to move us into a positive direction in regards to diversity, equity, and inclusion in both the workplace and the industry at large.” - Jack Lamb, CEO and Co-Founder of Aslan Brewing Co.

To maintain transparency in this work, we are sharing our code of conduct and best practices here to show support and remain accountable. 

Code of Conduct 

Aslan Brewing Company is a Safe Space for Black, Indigenous, and People of Color, for the LGBTQ+ community, for women, trans, and non-binary folks, and people of all races, ethnicities, and religions. We do not tolerate any level of harassment to our employees or customers. 

Aslan is committed to a work environment in which all individuals are treated with respect and dignity. Fostering a work environment built on mutual respect and safety furthers Aslan Brewing’s mission, promotes productivity, minimizes disputes, and enhances employee experience. As such, we forbid any form of harassment, discrimination, and retaliation by any employee towards another employee. Employees are also prohibited from harassing, discriminating, or retaliating against third parties, including clients, vendors, and visitors to the workplace. Aslan Brewing also prohibits third parties, including clients, vendors, and visitors to the workplace, from harassing or discriminating against employees, or taking retaliatory action against employees.

Best Practices

• Crafted For All

  • Aslan has made the Commitment to Crafted for All, an organization that prioritizes inclusive environments within the craft beverage industry, striving for equal opportunities for all humans. We are committed to developing and improving: development, training, recruitment, culture, equitable pay and advancement opportunities, discrimination, harassment, community relations, and social responsibility. 

• Non-Profit Donations

  • Bellingham Locations donate to 12 organizations over 12 months. We match all donations up to $2,000

  • Seattle Location donates to 4 organizations over the year, matching all donations up to $2,000

  • We brewed an American Lager in 2020 in which 100% of the profits were donated to the Seattle chapter of Black Lives Matter

• Human Resources and Harassment Policies 

  • We have had an HR representative since 2017, have anonymous reporting available for staff, and have implemented harassment training (WeVow) required by all employees. 

• DEI Committee  

  • Our DEI committee provides resources and information for the entire staff at Aslan including an implicit bias test, literature, and monthly meetings and conversations that help us reflect on our social status and what we can do to improve. 

• Hiring Contract Work

  • Aslan has made a shift to hiring independent artists to create beer can labels along with our in-house designers and artists. We make an effort to seek out Black, Indigenous, and People of Color as well as members of the LGBTQ+ community so that underrepresented artists have a platform to show their work and get paid for it. 

This is just a start and we will continue to challenge ourselves to improve. Thanks, as always, for your support and encouragement of our ongoing effort to be a better brewery, employer, and members of our community.