JBF Food Hall Mission and Value Alignment Statement
Below is the document the James Beard Foundation is asking vendors at it's new NYC Food Hall to sign on to, as mentioned in Family Meal on Friday, February 11th, 2022.
Mission and Value Alignment
As a vendor at [INSERT MARKET HALL NAME] we require you to strive to align with the values and mission of our partner, the James Beard Foundation. We expect all our partners to embrace these values and the code of ethics set forth below.
The James Beard Foundation is committed to celebrating, supporting, and elevating the people behind America’s food culture, and championing a standard of good food anchored in talent, equity, and sustainability.
As our vendor partners, we ask that you be aligned with:
● Supporting the advancement of women and people of color in the food and beverage industry
● Striving to make the industry a more viable career choice through the furthering of sustainable wages and benefits
● Demonstrating a commitment to environmental sustainability through efforts to reduce food waste, directing organic matter to compost, sourcing sustainable protein options, and utilizing sustainable packaging where possible
● Equity: We believe equity is essential to the strength and vibrancy of our organization and our industry. You and your business should support and include, to the best of your ability, people of all backgrounds and identities.
● Transparency: We are open and honest about the ever-evolving nature of creating a more equitable industry and invite others into the process.
● Respect: We recognize and honor the dignity that each player (business owners, workers, and consumers) brings to the industry.
● Integrity: We do the right thing and stand boldly in our convictions.
● Empathy: We stand with the most vulnerable groups within the industry with sensitivity and inclusivity.
James Beard Foundation Code of Conduct:
The Foundation is committed to quickly and effectively resolving issues that are brought to its attention and we expect the same from our vendors.
The Foundation prohibits discrimination because of the individual’s race, color, ethnicity, sex, religion, creed, national origin, citizenship, age, sexual orientation, actual or perceived mental or physical disability, gender identity or expression, marital status, partnership status, genetic predisposition or carrier status, military status, caregiver status or any other characteristic protected by law.
POLICY AGAINST HARASSMENT
All Covered Persons are strictly prohibited from harassing employees, Trustees, independent contractors, interns and other Covered Persons based on any protected classification, race, color, ethnicity, sex (whether or not of a sexual nature), religion, creed, national origin, citizenship status, age, sexual orientation, actual or perceived mental or physical disability, gender identity or expression, marital status, partnership status, genetic predisposition or carrier status, military status, caregiver status or any other characteristic protected by law.
Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender.
Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when:
· Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment;
· Such conduct is made either explicitly or implicitly a term or condition of employment; or
· Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual’s employment.
The following describes some of the types of acts that may be unlawful sexual harassment and that are strictly prohibited:
· Unwelcome sexual flirtations, advances or propositions
· Inappropriate touching of an individual’s body, such as touching, pinching, patting, kissing, hugging, grabbing, brushing against another employee’s body or poking another employee’s body or rape, sexual battery, molestation or attempts to commit these assaults
· Graphic verbal comments about an individual’s body or appearance
· Sexually oriented gestures, noises, remarks or jokes, or comments about a person’s sexuality
· Sexually degrading words used to describe an individual
· Sexual or discriminatory displays or publications anywhere in the workplace, such as displaying pictures, posters, calendars, graffiti, objects, promotional material, reading materials or other materials that are sexually demeaning or pornographic. This includes such sexual displays on workplace computers or cell phones and sharing such displays while in the workplace
· Sex stereotyping
· Hostile actions taken against an individual because of that individual’s sex, sexual orientation, gender identity and the status of being transgender, such as bullying, yelling, name-calling
Sexual Harassment can occur between any individuals, regardless of their sex or gender.
PROTECTED CLASS HARASSMENT
Harassment on the basis of any protected characteristic is also strictly prohibited. It is the policy of The Foundation to maintain an environment that is free from harassment on the basis of any protected classification, race, color, ethnicity, sex (whether or not of a sexual nature), religion, creed, national origin, citizenship status, age, sexual orientation, actual or perceived mental or physical disability, gender identity or expression, marital status, partnership status, genetic predisposition or carrier status, military status, caregiver status or any other characteristic protected by law.
Such harassment includes verbal or physical conduct that denigrates or shows hostility or aversion towards a protected group or against an individual because of membership in such a group, or that of his/her relatives, friends or associates, and that:
· has the purpose or effect of creating an intimidating, hostile or offensive working environment;
· has the purpose or effect of unreasonably interfering with an individual’s work performance; or
· otherwise adversely affects an individual’s employment opportunities.
Harassing conduct is prohibited. Although it is not possible to list all examples of conduct which constitutes protected class harassment, the following are some examples of conduct which, if unwelcome, may constitute harassment depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:
· Use of epithets, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to any characteristic protected by applicable law
· Displaying or circulating written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of a particular characteristic protected by applicable law
· Use of derogatory words, phrases, jokes, or negative stereotyping
· Sending e-mail or voicemail messages containing derogatory statements regarding a particular ethnic group, race, religion or other legally protected status
· Demonstrations of a racial or ethnic nature such as a use of gestures, pictures or drawings which would offend a particular protected individual or group
· Comments about an individual’s skin color or other racial/ethnic characteristics
· Making disparaging remarks about an individual’s gender that are not sexual in nature
· Negative comments about an employee’s religious beliefs (or lack of religious beliefs)
· Expressing negative stereotypes regarding an employee’s birthplace or ancestry
· Negative comments regarding an employee’s age
· Derogatory or intimidating references to an employee’s mental or physical impairment
Harassment does not require an intent to offend. Thus, inappropriate conduct meant as a joke, a prank, or even a compliment can lead or contribute to harassment.
Covered Persons may raise concerns and make reports of discrimination or harassment without fear of reprisal. No individual shall be intimidated, threatened, coerced, or discriminated against for reporting a claim of harassment, furnishing information with regard to a complaint, or for participating in any manner in an investigation or compliance review.
Threats or acts of retaliation against individuals who report inappropriate conduct pursuant to these policies or provide information in connection with a report by another individual will not be tolerated. In the event a Covered Person believes that he or she has been retaliated against for such action, he or she should use the above procedures to report the pertinent facts promptly. The Foundation will investigate and take appropriate action in the manner described above.