DECEMBER 06
CSC Results
NOVEMBER 28
Over the past few weeks, we have been given insights into our workplace through the external investigation that started last month, and while it hasn’t been finalized, it has helped us understand where we have fallen short and where we can make improvements so all our employees feel comfortable and heard.
We understand how some of the branding around Hey Bub was offensive. We have taken down the shirts with innuendos and acknowledge that they made some of our employees feel unsafe. While we never required any staff to wear them, and our intention was a harmless pun, we see that what feels harmless to some can make others uncomfortable. We want to sincerely apologize for our approach. We are expanding our feedback channels for potential marketing campaigns, and we understand the importance of scrutinizing campaigns to ensure they align with our values.
We realize that employees received unclear communication around HR. This was a breakdown in communication between management and staff, and it led to powerful misunderstandings. To be clear, we do currently, and we have always had an HR department, and it is independent from our ownership. Unfortunately, this information has not always been communicated effectively, and it left some staff members feeling unsure of what to do if they had an HR complaint. To remedy this, we are reintroducing HR to the team, and putting tools in place for increased accessibility. We have scheduled additional time for workshops with the entire Citizen Cider team, focusing on leadership and coaching to promote healthy and intentional communication at every level.
We have never promoted a culture of misogyny or anti-LGBTQ+ rhetoric in our business, and we have no tolerance for such behavior. With our renewed focus on HR communication, we hope employees will feel empowered to speak up if they are ever made uncomfortable. Through the external investigation, we have gotten a better understanding of the complaints of previous employees. As we continue through this process, if new information is found or HR complaints show a pattern of unprofessional behavior, rest assured that no staff member is above being held accountable.
After weeks of reflection and hard conversations, we are finding a path to move forward together. We are deeply sorry that these mistakes have led to some employees feeling hurt and disappointed in us. This ongoing process signifies our commitment to change. We trust that this provides you with insight into our actions and the steps we are taking to ensure a stronger and healthier business for our employees and customers.
It is our commitment to fostering an environment that reflects our shared values and ensures a workplace where everyone feels respected, supported, and empowered. Our commitment extends beyond our walls; it’s a promise to our community and we are grateful for the opportunity to grow together.
NOVEMBER 8
Bellow are the results of the third party gluten testing.
The FDA stipulates that for a product to be called “gluten free” there needs to be <20 ppm (or mg/l) of gluten found in the product. We have pulled cans from store shelves of retailers who were concerned, and tested them alongside on-site ciders, and all were shown to have <20 mg/l of gluten, meaning they meet the FDA guidelines for a gluten free product.
It should also be noted that we use this lab to test our products often, in addition to our frequent in-house testing, and have always had the same results.
NOVEMBER 2
After some questions arose about gluten in our products, we wanted to make sure you knew that what you’re drinking is what we promised.
In addition to our rigorous in-house gluten testing, we have worked with an out-of-state A2LA certified lab to verify that our products are gluten-free. Samples were taken from our warehouse and select retailers who had expressed concerns. We received the results yesterday confirming that all Citizen Cider samples are still gluten-free. While this is not a surprise to us (we work hard to ensure the freshest, safest, best-tasting cider possible), we wanted you, our customers, to know that what you are sipping on is a gluten-free, superior, craft cider.
OCTOBER 28
We have engaged CSC Investigations to independently investigate our workplace and employment practices. They are in the process of interviewing current and past employees as part of this work. We look forward to receiving the investigation results and feedback from CSC. We are committed to learning from this process and will follow the suggestions of CSC to ensure we are doing our best to serve our team.
OCTOBER 18
Citizen Cider has been built on the foundation of diverse people, interests, and ideas, and we celebrate them all. We are aware of the perspectives and misinformation being shared on social media platforms, and they do not accurately reflect who we are. As a policy, we do not comment on personnel matters or terminations, but please know, every day we look at ourselves, try our best and hope to continue to grow as people and as an organization. Over the last 12 years, there have been times when we have fallen short. But in each instance, we have worked hard at being better. We have recognized faults in our company’s communication channels that led to powerful misunderstandings. We have made systematic changes to prevent this from happening in the future. However, at no time in our history has Citizen Cider ever intentionally created a hostile environment or endorsed homophobic or misogynistic practices.
For the past few weeks, anonymous claims made on social media have fueled comments, actions, and accusations against our organization. These claims have put everyone; our co-workers, trade partners, customers, and community members in a uniquely challenging position to discover and discern what is true. Throughout all of this, we have been working hard with our partners and our employees, through one-on-one and in person conversations, and have refused to engage in mediums that support anonymous attacks.
We have a diverse staff, many of whom are part of the LGBTQ+ community. Some of these staff members have been harassed, with claims that they are not doing enough to support their community, or are somehow misogynistic or part of the problem. We have had threats made against our partners and retailers, fueled by false information. We have had our employees demoralized by accusations of unprofessional behavior, ignoring production practices that they know they are exceeding every day.
Because of all of this, we have, as a team, decided to bring in a 3rd party organization to evaluate personnel policies, internal practices, interview employees and share their findings. We have complete faith in who we are and what we stand for and want to allow for an unbiased perspective to help us through this process. We will begin this work immediately, we will share what we learn, and address any concerns that are raised. We have always been and will always be an organization committed to the celebration of diversity and respect. We recognize the importance of these issues and will move forward, learning from this process.
We ask, if there is anyone who wishes to get to know us better, our door is always open. We would be happy to have a conversation.
