How the Oregon Brewers Guild is addressing misogyny, abuse and sexual harassment in the industry
Oregon Brewers Guild Code of Conduct
As the beer industry grapples with issues of sexism the guild is building a platform to hold members accountable
In the wake of social media accusations about many prominent members in both the local, national and international beer communities the Oregon Brewers Guild has refocused efforts on reinforcing a new code of conduct. The OBG officially adopted the code of conduct on February 26, 2021, ahead of the bombshell announcements of harassment, misogyny, and even rape that rocked the industry as they were published anonymously on brewer Brienne Allen of Notch Brewing’s (Salem, MA) instagram stories. Those posts went viral and inspired others to share their own stories, including here in the pacific northwest.
The Oregon Brewers Guild (OBG) is the official trade, marketing, and lobbying association that represents the Oregon Craft Brewing industry; its members opt in by paying dues, and the guild can only penalize members or participants. The OBG does undoubtedly set the tone for the professional beer community, and thus the standards adopted in any code of conduct are of great consequence. However, until recently there have been little mechanisms in place to actually enforce or punish industry affiliates and hold them accountable.
“Unfortunately, these issues aren’t new nor surprising,” says OBG executive director Christina LaRue. “I’ve been in the craft brewing world for almost 15 years and I have my own experiences of harassment and discrimination based solely on the fact that I am a woman in a very male dominated industry. These are top-down issues, be it a person in a powerful role behaving inappropriately or choosing to ignore or allow the behaviors of others to continue without consequence. The silence is deafening and it is time for our industry to wake up. Change does not happen overnight, but these experiences being shared from across the industry are a much needed catalyst in moving us in the right direction. Accountability, education, and continuing to shine light on these issues is a good start.”
Oregon Brewers Guild executive director Christina LaRue
OBG’s code of conduct addresses everything from alcohol abuse to discrimination based on race, color, creed, religion, national origin, sex, marital status, public assistance, disability, sexual orientation, age, veteran status or any other status protected by applicable law. Perhaps forseeing the problems that have come to the forefront today in terms of workplace harassment be it either sexual or personal the rules spend significant time addressing “unlawful harassment” and “sexual harassment” and what qualifies as such.
Brienne Allen, @ratmagnet on instagram, set off the recent discussion about sexual harassment in the beer industry
Simply acknowledging that the industry has issues with misogynistic or inappropriate behavior - especially towards women - is a first step but nowhere near getting to an answer. Organizations like the Pink Boots Society have been successful in bringing more women into the craft beer industry but the hurdles still persist, and despite the inroads it’s still dominated by white males both behind-the-scenes and in front. Now the industry is realizing it’s not enough to simply promote beer to women and other less represented groups but that we need to fight for those who are already here. Saying you are against harassment, bullying, discrimination etc. is not enough unless there is education and appropriate punishments for abuse. None of us should think we are above reproach or learning to do better - and that includes the New School which has evolved in our own actions and coverage of the industry since launching in 2010.
The OBG recognizes this and is taking steps to hold members accountable, and that includes anything from suspension, banning from events and festivals, or a written censure. Who gets punished and how will solely be determined by the OBG Board of Directors which elects members to limited terms on an annual basis. This raises the question of board accountability, policing the industry ourselves is the first step but looking outside for less biased and different perspectives is also important. At this time, if the majority of the board votes to take action against a member the results would start with suspension for a year and move on from there. However the most costly of these ways would also prove the most controversial: publicly talking about the incident in question.
From the code of conduct:
1. Disciplinary actions may result in suspension of membership, and may last a minimum of one year, and if reapplying for membership, the organization shall provide a written statement as to any steps they have taken to improve behaviors following the violation. The statement shall also include any relevant documentation on how the organization will adhere to the Code of Conduct moving forward.
2. If an individual is in violation of the Code of Conduct and is not an Owner or Operator of a member organization, the Board of Directors or Executive Director will contact the Owner or Operator and discuss disciplinary action.
3. The Guild has the right to share with membership if a member organization has been suspended or expelled based on the violation.
At this time the OBG does not have a method to accept complaints or reports of ethics violations but is working to implement one. OBG director Christina LaRue says that in her two years with the guild she has not heard of any complaints or incidents of harassment or discrimination, which depending on your perspective is a good thing or simply underlines a problem in the culture that seeks to discredit or seeks to push these stories into the shadows.
LaRue has no delusions about the problems in this industry and along with the rest of the board is taking a strong stance and attempting to introduce corrective measures which include a DEI Committee developing a reporting process and contact page for complaints. The Guild wants to be a resource for individuals submitting complaints and to guide them to the right resources weather it be OSHA, BOLI or an HR firm.
“The craft beer industry, like many industries, has been white, male driven for a very long time,” says LaRue. “When you are a minority, be it via race, gender, sexual identity, having your voice heard, especially when it comes to issues such as harassment and discrimination, can feel impossible. Even as our industry has seen more diversity in employment and ownership over the past decade or so, changing the culture does not happen overnight, especially when you have been made to believe that your voice doesn’t carry the same weight. I think the social justice events over the past year have perhaps helped to give folks the courage to raise their voices, share their experiences, and in turn, shedding a much-needed light on issues that are not new, but have up until now, been easily swept under the rug. And social media has also been a major driving force for change, as we’ve seen with Brienne’s IG account, giving individuals the space to share. I just hope that the momentum we are seeing towards change and accountability continues to increase and move in the right direction.”
Only the earliest necessary steps in rehabilitating the systemic problems in the industry have begun and it’s now up to all of us to follow through. It’s also a time to recognize the best aspects of the community that comes together in times of great need, even when it’s a cancer within itself. As “The Beer Goddesss” Lisa Morrison recently said when inducted into the Oregon Beer Awards hall of fame “I know that we’ve got some problems, and I know that we are going to have to do some stuff, we got some hard work ahead of us…but we are good people, and we are going to get there.”