Surly’s greatest strength is its people. We are passionate folks—for better and for worse—and it shows in everything we do. We have no shortages of opinions, but it’s that zeal that drives all of us to be better. It’s why we are committed to creating a safe and discrimination free environment at Surly, and in the craft beer industry. We will not tolerate harassment or discrimination based on race, sex, gender identity, religion, national origin, marital status, ancestry, physical or mental disability, veteran status, sexual orientation, or any other protected class. This goes for employees, our patrons at the Beer Hall, our partners inside and outside the industry, and those who serve and consume Surly at festivals and events in which we take part.

Harassment defined: Unwanted verbal or physical conduct based on a person’s race, gender, religion, or sexual orientation.

Examples of harassing conduct that we stand against:

  • Epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; intentional misgendering; sharing of any of the preceding on social media in a purposefully humiliating manner.
  • Sexual misconduct or harassment, be it verbal or physical.
  • Stalking, hassling, or otherwise bullying others.

In the event that this Code of Conduct is violated, Surly takes the following steps for reporting:

  • Employees, customers, partners and vendors are encouraged to connect with a Surly Brewing manager or HR, either in-person, digitally or virtually, if they hear something, see something, or feel like something is going on in regards to harassment, discrimination, bullying, or any other type of unwelcomed behavior.  Digital reporting of this behavior can be submitted to [email protected].
  • Violation of this Code of Conduct will be fully investigated, and corrective action will be taken where appropriate. Consequences can range from employee coaching to immediate termination of employment.
  • Retaliation of any form against those who file a complaint or reach out to HR or a manager will not be tolerated. Making a complaint in bad faith or any form of retaliation may be subject to disciplinary action, including termination of employment.

Respect is expected, always. Actions speak louder than words. Hold yourself and others accountable. Lead by example. Not being a jerk is not enough. Be proactive in preventing bad behavior. Bystanders have the power to stand up for others and we actively support them.

We understand people can cross a line without intending to, but it’s how we react that matters. Being offended isn’t the problem. Failure to correct offending behavior is.

Almost all the above comes down to four simple words: Don’t Be That Person.