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As workplaces become more diverse and global, leaders can use this resource to foster inclusivity and accommodate various holidays, observances, and celebrations, while remaining attuned to the stark contrasts between special occasions and individuals’ realities.
Engaging Special Times With Intention
Experiences with holidays, observances, and celebrations are not universal, so what can we do? This section focuses on expanding our understanding of a diversity of holidays, provides tactics for being inclusive of those with varying experiences, and gives some strategies for being more intentional in our workplace policies and practices.
Send Out a Survey
Instead of assuming what dates or times are most celebrated in your workplace, ask people. Learn what is important to your people, allocate time and resources to expand your knowledge, and implement these practices.
Consider an optional and anonymous survey that asks:
- What holidays, observances, and celebrations would you like recognized in the workplace?
- What holidays, observances, and celebrations are important to you?
- How would you like those holidays, observances, and celebrations to be celebrated and acknowledged?
- Is there anything else we should know about the holidays, observances, and celebrations that are important to you?
Ask People What They Need
As a follow-up, ask team members what support they may need during this time. This is helpful information for planning and creates an understanding of people’s experiences.
- How will you be observing this holiday, observance, or celebration?
- Will you take time off?
- Will you be spending extra time with family or friends?
- Will you be working from home during this time?
- Will you have increased friend or family obligations?
- Is there something that I could do to assist you during this time?
- Is there anything the organization could do to support you during this time?
Share Your Learning
When you learn something new, share it with others. This can take the burden off those who observe less recognized holidays. You can educate those unfamiliar with holidays with complex histories within your country. Newcomers can experience pressure to conform to dominant holidays and assimilate into the dominant culture to be accepted. The pressure to do so can contribute to their oppression and contribute to others’ oppression in celebrating holidays with complex histories. There are many ways to introduce holidays and create celebrations that don’t pressure people to celebrate in ways that contradict their personal beliefs and customs.
Acknowledge and Validate
Acknowledge that various experiences exist and validate them in communications to your team, clients, partners, and social audiences. Provide context around the holiday season. Acknowledge the broader social climate in your region and verbally signal that you understand how folks may not feel like celebrating at this difficult time. Connect with team members privately and ask if there is anything you can do to support them through the holiday season if they are struggling. Try to foster a collaborative process with your team members so that they can share their unique practices regarding celebration and observances, emphasize that we all have something to learn from each other's experiences; and don’t leave the responsibility only on a few participating. Create awareness of other religions and cultures. Start with an interfaith calendar and let everyone in the organization know which holidays team members will be observing; you don’t need to specify who.
Don’t Make Assumptions
Be mindful of the diversity of holiday experiences when engaging in conversations. Not everyone exchanges gifts or can afford to, so questions like, “Have you finished your holiday shopping?” might unintentionally cause discomfort or stigma. Similarly, not everyone has accepting parents or family, and some may be grieving the loss of loved ones. Avoid assuming people are celebrating with family or observing the holidays in a specific way.
In regions where Christmas is widely celebrated, the phrase “Merry Christmas” is often used. However, it’s important to be intentional with such greetings. If someone shares that they celebrate a particular holiday, ask about it with genuine curiosity and allow them to guide the conversation.
When others share their holiday experiences, practice active listening. Avoid minimizing their feelings or responding with comparative stories, as these can invalidate their experiences and perspectives.
Prioritize Community Over Consumerism
Purchasing gifts is a kind and thoughtful gesture. However, there is a lot of pressure to engage in this practice. If people cannot afford to buy elaborate gifts and decorations, or plan celebrations, they may feel guilt and shame. Try to focus on the holiday’s core values rather than tangible items during celebrations.
If giving gifts, you can try to:
- Support small and local businesses that reflect your values, community, and organization.
- Purchase sustainable gifts and gifts in sustainable packaging to reduce environmental impact.
- Give experiences. These gifts might be more meaningful, and in some instances, they create a lower environmental impact than tangible items.
- Organize a gift exchange of “pre-loved” items.
- Ask friends or family to donate to a community organization you support.
- Organize an event for your community, such as knitting, book club, pottery, walk in the park, etc. to foster community with those that may be feeling isolated at this time.
Consider Inclusive Holiday Leave
Create a format for team members to take time off for celebrations relevant to them and opt to work during dominant holidays and statutory holidays.
Many workplaces in North America make taking time off for Christmas, Easter, and Thanksgiving mandatory, yet this is not relevant for all. Celebrations such as Rosh Hashanah, Diwali, or Pride may be more important.
Workplaces may consider reallocating days off work. For example, Spotify has implemented a flexible public holiday policy where team members can “trade” time off during public holidays for holidays they prefer to celebrate. Learn more in 7 Months with Flexible Public Holidays.
Finally, remember that January 1st does not mark the start of the New Year for everyone, so allow team members to celebrate more than one New Year holiday. Check out 26 Completely Different New Year’s Days Around the World.
Allocate Budget for Special Days
How your organization uses its budget communicates which dates (and thus which groups of people) it values. Here are some things leadership can do to show they are allocating their budget thoughtfully and fairly.
- Create a comprehensive budget plan that expands the dates your organization celebrates or engages beyond the dominant days.
- Reallocate money that would have been spent on a single holiday party to other internal initiatives that foster belonging and inclusion for more team members.
- Allow for more inclusive or expansive work perks/benefits.
- Allow team members to choose a charity to donate their portion of a holiday budget and/or choose a charity and make an organizational-wide donation.
- If buying gifts for team members, consider supporting small, local businesses, such as those owned by people who experience marginalization.
- For virtual celebrations, consider offering a meal stipend for team members.
Acknowledge Holidays in Smaller Ways
Keep in mind, being inclusive throughout the year doesn’t mean your organization has to throw parties for every single holiday. You can acknowledge holidays in smaller ways to show team members you care about what’s happening in their lives.
- Send email reminders, celebratory thoughts/warm wishes, educational pieces, and holiday considerations.
- If you have Muslim colleagues fasting during Ramadan, it might be helpful to suggest that team members schedule meetings in the morning.
- Send e-cards or draft handwritten cards.
- Announce the holiday during team meetings, share what you’ve learned about it, and make space for others to share if/how they are observing (if they feel comfortable.)
- Check in with team members to determine if they need more support during this time or if their obligations add extra pressure.
Host Gatherings Thoughtfully
Planning Committee
- Create planning committee positions valued, respected, and delegated to all types of people across identities, backgrounds, leadership levels, and lived experiences.
- Organizations often rely on women and others experiencing marginalization to take on the emotional labour, event/birthday planning, decorations, cleanup, and administrative tasks.
- Consider how you can compensate team members for their time, as company parties are essential to forming bonds and improving workplace productivity and culture.
- Communicate your values and goals to the planning committee and ensure that your team members have the skills and knowledge to create inclusive celebrations.
Food, Beverages, and Catering
Respect individuals' choices in consumption without offering unsolicited comments. Refrain from making assumptions about people's dietary preferences or their relationship with food, including alcohol consumption. Avoid commenting on the type, quantity, or presence of food and drinks in their hands.
Recognize that food and drink-centric occasions can be challenging for those with disordered eating, people who face shame because of their size, or individuals managing addiction. If someone close to you faces difficulties with meals, eating in public, or being around alcohol, take the initiative to understand their needs and create a more supportive environment.
Proactively establish an open channel for team members to communicate any dietary restrictions based on medical, spiritual, values, or personal choices. Ensure event planning includes options for vegetarian, vegan, gluten-free, dairy-free, kosher, and halal diets, as well as accommodations for common food allergies (e.g., peanuts, tree nuts, soy, shellfish, eggs, etc.). Include a variety of non-alcoholic beverage choices and be mindful of your team's fasting schedules when setting event times.
Event Spaces
When choosing a venue, consider the following:
- Are there single-stall and accessible restrooms available?
- Is there any private space for breastfeeding, chestfeeding, praying, caregiving responsibilities, or sensory retreat purposes?
- Is the venue accessible to people using assisted mobility devices like wheelchairs, walkers, canes, crutches, scooters, etc.?
- Are seating options appropriate for team members of different sizes and health statuses, such as offering back support, having arms-free seating options for larger colleagues, and tables with adequate height for all attendees to sit comfortably?
- Is the venue accessible to people who do not have a personal vehicle, such as those travelling via public transit, biking, etc.?
- Is there accessible parking at the venue?
Consider offering virtual alternatives for events where it is not feasible for certain team members to convene in a physical space due to health risks, timing, outside obligations, etc.
Attendance
Communicate that team members are not obligated to attend. Keep tabs on those needing support and carefully communicate your appreciation for them.
Scheduling
Consider scheduling the party during work hours when team members are not stressed with competing deadlines. Many team members have obligations and important commitments after work hours and might feel obliged to rearrange their priorities to attend. For example, team members should not be forced to arrange child or family care to attend unpaid work events. If your event is after work, check team member availability and let your team know beforehand.
Decor
Make your decor festive and cheerful, but avoid reinforcing harmful stereotypes or disrespecting valuable dress, symbols, or ceremonies. For example, non-Mexican people may unintentionally appropriate Mexican culture in their celebration of Cinco De Mayo.
Focus on selecting decor that reflects the values of the holiday rather than choosing culturally specific decor, as many celebrations vary in expression across cultures. For example, Muslim celebrations and their respective decorations are usually associated with the Middle East and the Arab world, even though Muslim celebrations are commemorated worldwide.
Consider selecting reusable items when buying decor. This is also economical and can redirect your budget towards other more sustainable items and experiences that your team members value.
Instead of being representative of Christmas (Christmas trees, presents, angels, Santa, elves, etc.), consider winter decorations (snowflakes, garlands, lights, woods, etc.) There is so much inspiration online!
Virtual Celebration
In our modern world, there are many ways to enjoy a gathering virtually. And it doesn’t have to centre around a particular holiday. Try just coming together to celebrate your team and organizational accomplishments!
Have financial resources? Organize an “event in a box.” These packages are sent to everyone’s home and include everything required to participate in a fun and remote experience. The theme could be self-care, arts and crafts, or something company-related!
Plan accessible virtual games and activities that foster bonds between team members and allow everyone to have fun and connect. Check out Virtual Games to Play on Zoom with Coworkers & Adults in 2022.
Important Note
This resource is not meant to be a static guide, but rather a compilation and reflection of our learnings to date. Everything changes - from technologies and innovations to social norms, cultures, languages, and more. We’ll continue to update this resource with your feedback; email us at hello@feminuity.org with suggestions.
About The Author
This resource was written collaboratively by members of the Feminuity team.
Give Credit Where Credit's Due
If you wish to reference this work, please use the following citation: Feminuity. "Holidays, Observances, & Celebrations: A Guide for Inclusive Workplaces"
