GUSTAV
Gustav Dose, the founder of Mountains Walking and director of brewing, grew up in Taiwan and Japan and studied brewing around the world. When it came time to put down roots, he and his wife decided to raise their family in Bozeman. Gustav is committed to the ancient traditions of brewing and is interested in beers made with living cultures that have naturally lower alcohol and sugar levels. He believes that new and surprising discoveries come from watching the brewing process very closely and learning from the practice of making beer.
our crew
Without our crew, there is no us. The professionals who work at Mountains Walking have made a deep commitment to the guests who join us and to the food and drink we prepare. Everyone here believes there is something profound in the act of serving, whether it’s a pint of lager or a multi-course meal. Each one of these people, in their own particular way, create what we hope is a moment of delight in your day.
OUR APPROACH
Beer has been a human tradition for ten thousand years. When we engage this tradition with a beginner’s mind, it opens the gate to boundless possibilities. This is how innovation happens.
Mountains Walking begins with a deep respect for the process of brewing, in which living organisms like yeasts collaborate with our ingredients to create a harmonious and delicious beverage. The result is an endless range of potential flavors and delights.
The joy of brewing comes from watching this process very closely and discovering what each beer naturally wants to be. Brewing traditions from all over the world give us the tools we use. The farmers and the earth give us the ingredients. An open mind gives us the desire to see what might happen next.
Meanwhile, the particular terroir of Bozeman—the climate, the mountains, the water, the seasons, the air itself—also joins in to shape the beers we make. We graciously accept all this help.
You might say we take an open-range approach to brewing. We don’t want to tightly control our beers. Instead, we’d rather give them a healthy measure of freedom. It’s exciting to see what happens when the fences are taken down.
And, just as the brewery represents our commitment to a deep and respectful relationship with beer, our wood-burning hearth represents our pledge of hospitality to you, our guests.
For thousands of years, the hearth has been the center of the home. It is where friends warm themselves and share food, drink, conversation, and companionship. It is a place of great delight.
We welcome everyone to our hearth with utmost respect and affection.
Ultimately, Mountains Walking is a conversation. A conversation between the brewer and the beers. Between beer and food. Between you and us. And between beer and the world. We invite everyone to join in and to discover the boundless possibilities together.
We Stand With You
Brave Noise Pale Ale is a collaboration with a big goal. A safe and discrimination-free beer industry.
Mountains Walking strives to provide a safe and inclusive environment for our team, guests, and partners. We have a non-discrimination and anti-harassment policy with procedures in place to address concerns and misconduct. In addition, we require management to maintain sexual harassment certifications. Internally, we have built a robust reporting system and utilize third party human resource services. We are continuously looking for ways to improve and grow.
We have brewed this beer in collaboration with breweries across the country, standing up to a dark cloud that has hung over the brewing industry for far too long. With the brewing of this beer, Mountains Walking is committed to making a safe and discrimination-free place for employees and guests. The QR code on the label will direct you to our code of conduct and steps we have taken to protect those around us. We are donating 100% of proceeds from this beer to @HavenMT, a Montana non-profit, providing confidential support, legal advocacy, counseling, and a safe place to stay for anyone and everyone impacted by domestic violence, sexual assault, sex trafficking, and stalking.
Get involved by volunteering or donating at:
https://havenmt.org/join-our-team
Our nondiscrimination and anti-harassment policy and complaint procedure:
We expect employees to develop and maintain business-like relationships free of bias, prejudice and harassment. In keeping with this commitment, we will not tolerate unlawful harassment or discrimination of employees by anyone, including any supervisor, manager, co-worker, vendor, client, contractor, customer or other regular Mountains Walking visitor. Employees have a responsibility to treat others with dignity and respect. Any employee found to have willfully exhibited inappropriate conduct or behavior against others may be subject to disciplinary action up to and including discharge.
Equal Employment Opportunity is a fundamental principle at Mountains Walking, where employment is based upon personal capabilities without discrimination on the basis of race, color, religion, political beliefs, covered veteran, sexual orientation, gender identity or expression, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability when the reasonable demands of the position do not require an age, physical or mental disability, marital status, or sex distinction.
This policy applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, layoff, discharge, training, and all other terms, conditions, and privileges of employment. Your questions or concerns should be referred to ... who have overall responsibility for this policy and maintain reporting and monitoring procedures.
Accommodation
If you require specialized accommodations for a mental or physical disability or religious belief/practice, etc., either for your current job or for jobs for which you wish to apply, contact your supervisor or... It is important that you notify us of your need for accommodation. Once that is done, we will work with you through an interactive process to evaluate and, if possible, arrange for a reasonable accommodation. Generally, a reasonable accommodation will be attempted unless it creates an undue hardship for the company. A reasonable accommodation does not mean the elimination of an essential function of the job.
Harassment/Nondiscrimination
Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status or any other characteristic protected by law. Mountains Walking Brewery will not tolerate harassing conduct that affects tangible job benefits, that interferes unreasonably with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. Such harassment may include, for example, jokes about another person’s protected status, kidding, teasing or practical jokes directed at a person based on his or her protected status.
This policy applies to conduct occurring in the workplace and/or in other settings where Mountains Walking employees may be in connection with their work, such as business trips and business related social events. Further these prohibitions apply not only to the spoken or written word but also to e-mail, text messages and social media posts.
The prohibited conduct also includes, but is not limited to: (a) epithets, slurs, negative stereotyping, threatening, use of hate words, hostile, offensive or intimidating acts that are based on a person’s protected status; (b) epithets, slurs, rude or offensive comments not based on a protected status but intended to belittle, intimidate, humiliate or embarrass another; (c) written or graphic material circulated within or posted within the workplace, on company time or using company equipment by email, phone (including voice messages), text messages, social networking sites, etc. that shows hostility toward a person or group because of their protected status. Yes, the harassment policy applies to social media posts, tweets, etc., that are about or may be seen by other employees, customers, clients, competitors, etc. Yes, an employee’s Facebook account may be configured as private. But if co-workers are connected and see the posts, the posts are fair and eligible for corrective action if they cross these types of boundaries.
Sexual Harassment
Sexual harassment deserves special attention. Sexual harassment may include subtle and not so subtle behaviors, may be directed towards individuals of the same or different gender, and may include explicit sexual propositions, sexual innuendo, commentary about an individual’s body, sexual prowess or sexual deficiencies, sexually oriented “kidding” or “teasing,” “practical jokes,” jokes about obscene printed or visual material; staring, leering or whistling; insulting or obscene comments or gestures and physical contact such as patting, pinching or brushing against another person’s body. Sexual harassment includes unwelcome verbal or physical conduct of a sexual nature when:
Submission to the conduct is implicitly or explicitly made a term or condition of employment; Submission to or rejection of the conduct is used as the basis for an employment decision affecting the individual; or the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.
Prohibited Sexual harassment also includes:
-Harassment directed toward a person because of gender
-Propositions or pressure to engage in sexual activity
-Sexual assault
-Display of magazines, books, or pictures with a sexual connotation
Any harassing behavior, whether or not sexual in nature, directed toward a person because of the person’s gender, including, but not limited to, hazing employees working in nontraditional work environments.
Retaliation
Neither Mountains Walking, nor any of its employees, will retaliate against any applicant, employee, or past employee for opposing unlawful discriminatory practices, reporting or assisting in making a harassment or discrimination complaint or cooperating in a harassment or discrimination investigation. Retaliation in any form is grounds for disciplinary action up to and including discharge.
Complaint Procedure
All employees are responsible to help ensure that Your Company avoids all forms of harassment, discrimination or retaliation in the workplace. Whenever possible, any person who is experiencing unwelcome conduct, of the type generally described above, should inform the person engaging in the conduct that it is unwelcome and request that it stop. Employees who believe they have been subjected to discrimination or harassment or have witnessed such behavior should immediately report this information to your supervisor...
Corrective Action
Mountains Walking will attempt to investigate all complaints of harassment, discrimination and retaliation thoroughly, to the fullest extent practicable. Mountains Walking will keep complaints and the terms of their resolution confidential; however it cannot guarantee complete confidentiality to complete a thorough investigation. If an investigation confirms that a violation of this policy has occurred, Mountains Walking will take appropriate, corrective action including discipline up to and including discharge from employment.
Local and National Resource Links:
Local confidential support and legal advocacy for those impacted by sexual assault and stalking: https://havenmt.org
Montana equity and justice advocated for historically marginalized, disenfranchised, and oppressed people: https://www.themtrep.org
Sexual Assault Safety and Prevention: https://www.rainn.org
Mental Health Care: https://www.sufferoutloud.org/resrouces
Skill Building to End Violence: https://pacmaine.com
Reporting Misconduct: https://www.ethicssuite.com/report-misconduct
Glaad Resource List: https://www.glaad.org/resources
