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The Wing's
Culture Code

Creating a space where all feel welcomed is at the heart of our mission and culture. We will never stop working on it.


In our ecosystem, we treat everyone with respect and we expect that Members understand what we value and uphold a community standard that supports inclusion. We ask all our team and Members to agree to this pledge to help us fight discrimination and bias.

While I am at The Wing I agree that I will treat everyone I encounter, regardless of their race, religion, national origin, ethnicity, disability, sex, gender identity, sexual orientation, or age—with respect, and without judgment or bias.

  • I am responsible for treating my community with respect and dignity: I commit to treating people no less than how I want to be treated and respect defined rules and expectations.

  • I commit to actively examining unconscious bias, being self-aware and creating a space free from hate, abuse, harassment, or discriminatory behavior that allows others to show up fully as themselves.

  • The Wing is committed to providing a work environment that is free of discrimination and harassment. In keeping with this policy, the Wing strictly prohibits discrimination and harassment of any kind.


We provide clear reporting and investigation protocols. Once reported, we have an escalation protocol that ensures accountability for inappropriate behavior in our community.


Team members will be able to use the value-based decision-making framework to help foster inclusion and belonging within our community.


Team members will understand the code of conduct violation levels and be able to follow the reporting and escalation protocol.


Reporting in the event that you encounter challenges in our space: 

  1. Ask to speak to the General Manager or Shift Manager. Our space leaders are highly trained in conflict de-escalation. 

  2. Share the details of your concerns. The more specific you can be, the better we can support you in navigating the situation.

  3. The Space Leadership team will follow the reporting response protocol.

  4. If further steps are needed, those steps will be shared by the General Manager. 

If you have any questions or are interested in seeing an expanded version of our Culture Code, please contact [email protected].