There is no justification for any form of racism in our society, in our industry, in our dining rooms, and in our kitchens.
Over the past year, we have invited our staff to come together to begin deep, honest, and uncomfortable conversations in order to have a more informed understanding of what we need to do.
We don’t have all the solutions today, but Chase Hospitality Group is committed to doing everything we can to fight injustice and inequality. This involves education, reforming structures to ensure inclusivity, and lending a helping hand with as many resources as possible.
Below, we share only initial plans. We welcome suggestions and pledge to openly share our evolving plans and journey in doing our part to dismantle racism.
Committed to fighting injustice and inequality,
From all of us at Chase Hospitality Group
WE DO NOT TOLERATE ANY FORM OF RACISM
SYSTEMIC, BEHAVIORAL, LANGUAGE, BLATANT AGGRESSIONS AND BIASES
#1 | SPEAKING UP
If you are not aligned with our stance, we kindly ask CHG's staff & guests to choose another hospitality group.
#2 | ONGOING DONATIONS TO BIPOC FOUNDATIONS
At each our of restaurants, we will be dedicating a dish on the menu where a dollar from each sale will go towards BIPOC foundations - BIPOC foundations that are chosen by our staff. CHG will match dollar for dollar, committing to an initial $25,000 in donations.
#3 | SUPPLIER DIVERSITY: HOLD OUR SUPPLIERS ACCOUNTABLE TO THE SAME STANDARDS WE HOLD OURSELVES TO, AND EQUALIZE OPPORTUNITIES AMONG ANY UNDERREPRESENTED MINORITY GROUPS
We will be issuing a survey to our 300+ supplier base to understand the makeup of their business structure & employee bases, and their company's stance on diversity in the workplace.
#4 | PARTNER WITH OUR LOCAL BIPOC COMMUNITIES
We are continually identifying local BIPOC organizations that CHG can support - offering our resources, assistance, and time.
#5 | TRANSPARENT DIVERSITY STATS
In an effort to understand our BIPOC representation (#PULLUPORSHUTUP), we are inviting all staff who are comfortable in identifying their race and gender to do so. Currently, we don't collect this information on our staff, but in order to do better, we need to have stats to make an impact. We commit to making all BIPOC stats public knowledge in the near future (corporate, executive & leadership teams, non-management, heart-of-house culinary teams, and front-of-house teams).
#6 | DIVERSITY RECRUITMENT AND POLICY REVIEW
We have hired a diversity & inclusion specialist to provide a full-time focus on our hiring processes and personnel policies to ensure they are inclusive.
#7 | ONGOING ANTI-RACISM & DIVERSITY TRAINING
The key to dismantling hate is education. We are in the process of creating a diversity committee with representation from all levels and each one of our restaurants to ensure we're listening and learning together.
#8 | ANONYMOUS PLATFORM
We have implemented a hotline and website for employees to report incidents, make suggestions, and communicate anonymously.