How we behave
Too Good To Go is an equal opportunity employer, committed to providing a safe, inclusive and respectful environment for all employees, free from all forms of discrimination, harassment, bullying and retaliation.
We require all Too Good To Go employees to treat each other with dignity, courtesy and respect and prohibit conduct that does not fit with our values, behaviours and mission, and that may also damage our company, or be illegal.
The purpose of this policy
This policy sets out Too Good To Go’s non-discrimination, anti-harassment and equal opportunity philosophy; explains what prohibited conduct is; and tells you what to do if you experience or witness prohibited conduct.
Who does this policy apply to?
All of Too Good To Go’s permanent and temporary employees and Board Members are expected to read, understand and comply with this Non-Discrimination and Anti-Harassment Policy, along with Too Good To Go’s Code of Ethics. Compliance includes the treatment of colleagues, customers, clients or visitors.
Non-compliance can have serious consequences, including responsive action to address the conduct. For employees, this can include termination or immediate dismissal.
Certain topics of the present Anti-Harassment Policy might be reflected or be subject to local internal policies or internal rules applicable to our employees. If this is the case, the content of such local internal policy or internal rules shall prevail. Therefore, regarding topics treated by both the Anti-Harassment Policy and a local internal policy or internal rules, only the local rules shall apply to Too Good To Go employees.
Any provision of the present Anti-Harassment Policy that is prohibited or unenforceable under local law shall, as to that jurisdiction, be replaced with the relevant minimum standard of that legislation if there is any, without affecting the validity of the remainder of the Anti-Harassment Policy . If the local law does not provide for a minimum standard, the provision shall be ineffective to the extent of the prohibition or unenforceability without affecting the remaining provisions of the Anti-Harassment Policy or affecting the validity or enforceability of such provision in any other jurisdiction.
When does this policy apply?
This policy applies to all prohibited conduct, which can occur between anyone, regardless of their sex, age, gender, and superiority at Too Good To Go.
This policy applies to all work-related conduct, including but not limited to conduct:
- In our offices and home offices;
- At events run by Too Good To Go or where employees are representing Too Good To Go;
- At settings outside the office where an employee is representing Too Good To Go, including business trips and business meetings;
- Between individuals sharing the same workplace;
- Between Too Good To Go employees outside of our workplace;
- On social media and other online platforms, both during and outside of work hours
Prohibited conduct at Too Good To Go is: discrimination, harassment, sexual harassment, bullying and retaliation, as defined below.
Too Good To Go is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of personal characteristics — including but not limited to — their race, gender and/or gender identity or expression, colour, religion or belief, age, ethnicity, veteran or military status, maternity, pregnancy or potential pregnancy, breastfeeding, disease, genetic information, marital status, medical record, mental, intellectual or psychiatric disability, physical disability, nationality, sexual orientation, gender reassignment, parental status or status as a caregiver, and physical features or any other category or condition protected by applicable law.
This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, work hours, placement, compensation, learning and development, promotion, discipline and termination. Whenever possible, the company makes reasonable accommodations for qualified individuals with disabilities to the extent required by law.
It is prohibited for any of our employees to discriminate, either verbally or physically, against someone.
Discrimination can occur:
- directly — by treating one person less favourably than another person or group in a similar situation, due to their personal characteristics, or
- indirectly — by putting an unreasonable requirement, condition or practice on people that have a certain personal characteristic so that it disadvantages or is likely to disadvantage them.
Too Good To Go prohibits harassment, including harassment based on race, colour, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and is free from discriminatory practices, including without limitation harassment.
Harassment is unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. This includes the prohibition of sexual harassment.
Examples of harassment include:
- Offensive or degrading remarks, verbal abuse or other hostile behaviours such as insulting, teasing, mocking or degrading a person or group
- Racial slurs, negative remarks about a person’s accent, displaying racially offensive symbols, or making racist jokes that create an offensive environment
- Unwelcome or inappropriate physical contact, comments, questions, advances, jokes or demands
- Physical assaults or stalking
- Displaying or sending negative, demeaning or hostile materials (including emails);
- Being unwilling to train, evaluate, assist or work with an employee
- All forms of sexual harassment, including unwanted advances or propositions, inappropriate touching, intrusive questions or comments about somebody’s body or sex life
All forms of sexual harassment are prohibited. Conduct can be sexual harassment even if the alleged offender did not intend for it to be, or if the offender does not see it that way.
Managers at Too Good To Go have extra responsibilities. They must not:
- threaten or imply that submission to or rejection of a sexual advance will in any way influence any decision regarding employment, performance evaluation, advancement, compensation, assignments, discipline, discharge or any other term or condition of employment, or
- make any employment decision concerning a person on such basis
Sexual harassment can occur between anyone, regardless of their sex, age, gender or position of superiority. A perpetrator or victim of sexual harassment may be, but is not limited to:
- a man, a woman, or a non-binary person
- a superior, subordinate, contractor, subcontractor, customer, vendor or an applicant for employment, intern, vendor, consultant, or any other person conducting business with or working for Too Good To Go
Sexual harassment also includes harassment on the basis of sexual orientation, gender identity and transgender status.
Too Good To Go has zero tolerance for bullying.
Bullying is offensive, intimidating, malicious or insulting behaviour that involves the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined or threatened.
Bullying can be physical, verbal and non-verbal and may include:
- jokes, teasing, name calling, or ignoring someone
- repeated unreasonable behaviour towards someone, or group behaviour that is humiliating, intimidating or threatening
- overbearing and intimidating levels of supervision, or inappropriate negative remarks about someone’s performance
Retaliation against someone who has reported or complained of prohibited conduct, or has participated in the investigation of a report of prohibited conduct is prohibited by Too Good To Go and could lead to responsive action.
Retaliation is any action that would keep an employee from coming forward to make or support a report of prohibited conduct. Retaliation may also be any adverse action directed towards a person making a report or assisting in an investigation. Adverse action can include, but is not limited to, that person being dismissed, disciplined, discriminated against, bullied or harassed.
What do I do if I witness prohibited conduct?
If you have witnessed prohibited conduct, you should report it as soon as possible. Anyone reporting prohibited conduct is required to keep the information confidential to the fullest extent possible.
We require you to report all forms of prohibited conduct, regardless of the identity or position of the offender. Early reporting helps us to identify potential prohibited conduct, allows us to take the steps necessary to address or resolve the prohibited conduct and to minimise the harm to everyone involved.
You can report all forms of prohibited conduct through Too Good To Go’s Complaints & Grievance Process.
If you are the victim of prohibited conduct and are comfortable approaching the person responsible, you can tell them that their behaviour is not appropriate and ask for it to stop immediately. This should be done as early as possible, either orally or in writing.
What happens after a report is made?
Too Good To Go will promptly investigate all allegations of discrimination and harassment and take action as appropriate based on the outcome of the investigation. All persons asked to take part in an investigation are required to cooperate. If you refuse to cooperate you may be subject to responsive action.
An investigation and its results will be treated as confidential to the extent feasible, and the company will take appropriate action based on the outcome of the investigation.
After the investigation the next step may be that no action is taken, or the report may be escalated to an informal or formal investigation. Choosing to resolve the matter informally does not prevent the victim from later pursuing a formal investigation if they’re not satisfied with the outcome. The investigator will keep all information confidential, to the extent possible.
No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for participating in good faith in an investigation pursuant to these policies.
What might the outcome be?
Responsive action to address prohibited conduct will depend on the severity of the conduct.
Responsive action may include, for example, training, monitoring of the offender and/ or disciplinary action such as a warning/reprimand, reassignment, temporary suspension without pay, termination or immediate dismissal.
Conduct that violates this policy may also be illegal under local laws. In that case, it can result in penalties for the offending person, and for Too Good To Go. In such circumstances it may be a requirement that Too Good To Go notifies the relevant authorities of the prohibited conduct.
As a Too Good To Go employee, you have the responsibility to comply with this policy, report any prohibited conduct you witness and participate in investigations of prohibited conduct if required.
In addition, if you are a manager or leader, you have the responsibility to:
- Report all prohibited conduct that you become aware of and proactively report sexual harassment (if you do not report such conduct you may be subject to responsive action)
- Monitor your team’s work environment to ensure that acceptable standards of conduct are observed by employees at all times
- Ensure that the employees in your team know what to do if they witness or are subject to prohibited conduct
- Ensure employees who raise an issue or lodge a report are not retaliated against, and
- Promote this policy within your area of responsibility.
We review and update this policy on an ongoing basis. We reserve the right to amend this policy at any time, for any reason, subject to applicable law. Too Good To Go employees will be informed of changes to this policy via the Global People and Culture team.