London Cocktail Week and all participating venues will be a place of safety and respect for everyone who works here, uses the festival or associated venues, or visits to enjoy London Cocktail Week experiences.
We want to be clear what you can expect from everyone who is part of the London Cocktail Week community and our expectations of you.
We will be conscious of neurodiversity and cultural factors to make sure we are inclusive where people may be differently able to meet our expectations.
London Cocktail Week upholds the rights for all people to be protected under the Equality Act 2010 and is vehemently opposed to any forms of direct or indirect discrimination, prejudicial behaviour, verbal abuse, physical assault, incitements to hate, and hate crimes perpetrated by any persons working at/with the festival or any venue associated with it, any persons visiting the festival or any venue associated with it.
Please reference London Cocktail Week's Code of Conduct, EDI Policy, Safeguarding Policy, and Dealing with Safeguarding Reporting documents on the London Cocktail Week website for further information.
ZERO TOLERANCE STATEMENT:
ROUTES TO RESOLUTION:
When we talk about reaching resolution, we mean that behaviour which breaches zero-tolerance stops.
We will always look for the timeliest and fairest resolution option to achieve that aim and expect everyone to participate in our processes when asked.
These informal routes to resolution apply to everyone who works, visits, or consults at London Cocktail Week and participating venues/events, regardless of employer or any other status.
See the following sections for the relevant route to resolution:
1. If you are an employee
2. If you are a casual worker, freelancer or contractor
3 If you are a visitor, member of the press, corporate client or attending an event
Start by talking to the person directly on an informal basis.
We can all make mistakes. Sometimes behaviours are unintended. This doesn’t make them right, but on a human level, with some caveats (unless something is extremely serious) we should all get an opportunity to make amends.
We should be proactive raising our concern, at the time, ideally with the person directly. We should do so in an appropriate and constructive manner.
If we are the ones receiving feedback, we should do our best not to be defensive, we should listen, ask questions to clarify understanding, and work together to agree changes to behaviour.
If this does not bring the resolution needed, please use the alternatives below. It is important for everyone that conflicts are resolved in a timely and fair manner, so we ask that you always seek the route of resolution that enables this. You can speak to a Manager, colleague, or HR contact at any time - they can help you explore the options available to you.
If you are an employee
…and your concern is about a member of the public, contact the Manager and Security Team (If present) - they will keep the situation safe for everyone. A member of the public may receive a ban from the London Cocktail Week and the venue (temporary or permanent). The outcome should be communicated to you by whoever investigates.
…and your concern is about an employee, casual worker, freelancer or contractor, contact your line manager or the Head of Department. They can undertake early intervention options which may include them directly speaking to the alleged perpetrator, facilitating a conversation between you, or arranging mediation. The outcome should be communicated to you by whoever investigates.
…and your concern is about your line manager or Head of Department, contact the next person up the line management chain.
If you feel as though these routes have not resolved your issue, you can raise a formal complaint under the grievance procedure or the bullying & harassment procedure - please refer to the Dealing with Safeguarding Reports policy or appropriate policy at your venue. If your venue does not have such a policy, please refer to a Formal Grievance procedure such as this ACAS - FORMAL GRIEVANCE STEP BY STEP.
Start by talking to the person directly on an informal basis.
We can all make mistakes. Sometimes behaviours are unintended. This doesn’t make them right, but on a human level, with some caveats (unless something is extremely serious) we should all get an opportunity to make amends.
We should be proactive raising our concern, at the time, ideally with the person directly. We should do so in an appropriate and constructive manner.
If we are the ones receiving feedback, we should do our best not to be defensive, we should listen, ask questions to clarify understanding, and work together to agree changes to behaviour.
If this does not bring the resolution needed, please use the alternatives below. It is important for everyone that conflicts are resolved in a timely and fair manner, so we ask that you always seek the route of resolution that enables this. You can speak to anyone you feel will support you including anyone from your team or other teams.
If you are a casual worker, freelancer or contractor
…and your concern is about a member of the public, contact the Operations Manager and Security Team - they will keep the situation safe for everyone. A member of the public may receive a ban from London Cocktail Week and the venue (temporary or permanent). The outcome should be communicated to you by whoever investigates.
…and your concern is about an employee, casual worker, freelancer or contractor, contact your line manager or the Head of Department. They can undertake early intervention options which may include them directly speaking to the alleged perpetrator, facilitating a conversation between you, or arranging mediation. The outcome should be communicated to you by whoever investigates.
…and your concern is about your line manager or Head of Department, contact the next person up the line management chain.
If you feel as though these routes have not resolved your issue, you can raise a serious or formal complaint under your organisation's most relevant policy or process. For casual workers, please follow ACAS - FORMAL GRIEVANCE STEP BY STEP.
Start by talking to the person directly on an informal basis.
We can all make mistakes. Sometimes behaviours are unintended. This doesn’t make them right, but on a human level, with some caveats (unless something is extremely serious) we should all get an opportunity to make amends.
We should be proactive raising our concern, at the time, ideally with the person directly. We should do so in an appropriate and constructive manner.
If we are the ones receiving feedback, we should do our best not to be defensive, we should listen, ask questions to clarify understanding, and work together to agree changes to behaviour.
If this does not bring the resolution needed, please use the alternatives below. It is important for everyone that conflicts are resolved in a timely and fair manner, so we ask that you always seek the route of resolution that enables this.
If you are a visitor, resident, member of the press, corporate client, or attending an event
…and your concern is about a member of the public, ask a member of staff to assist. They can contact the Operations Manager and Security Team - they will keep the situation safe for everyone. A member of the public may receive a ban from London Cocktail Week and the venue (temporary or permanent). Wherever possible, the outcome should be communicated to you by whoever investigates.
…and your concern is about someone who works for London Cocktail Week or for one of the participating bars, ask to speak to the Operations Manager or Line Manager or Head of Department. They will establish the facts and take appropriate action. Wherever possible, the outcome should be communicated to you by whoever investigates.
POLICY CREATED BY EQUAL MEASURES CIC, 2024