This resource is for leaders who want to be more inclusive in what gets celebrated and more accessible in the way they celebrate. Although this resource is timely for some, we want you to continue learning and use it throughout the year.
During holidays, we must consider who may be left out. Whether our team members celebrate different holidays or celebrate in different ways, we must make space to support them and learn about cultures, religions, nationalities, groups, and identities other than our own.
Not all holidays are religious, traditionally celebrated as ‘happy,’ or officially recognized by governments, organizations, and workplaces. These events are often considered “non-dominant” as they are less likely to be recognized in media and by organizations.
For example, in North America, Christmas is a dominant holiday; it is promoted and often presented as universal. Yet, many do not celebrate Christmas or experience this holiday as a positive time of year, which can be lonely or othering. Expanding our workplace celebrations and acknowledgments to these non-dominant holidays can be validating and welcoming.
Here are some other perspectives on non-dominant holidays, observances, and celebrations to consider:
“Pride celebrations are some of my favourites because I witness so many people feeling called to greater authenticity at these events and truly showing themselves to the world, sometimes for the first time. Pride is colourful, fun, and unabashedly queer - it’s so refreshing to see that front and centre in public spaces when LGBTQ2+ people are so often shamed, stigmatized, or rendered invisible in pop culture and mainstream conversations.” - Keith Plummer (They, Them)
Many holidays, observances, and celebrations have complicated histories. As such, they can mean different things to different people. For some, these celebrations can be a positive form of commemoration, recognition, and celebration, but these holidays can be a continual reminder of trauma, inequity, or pain for others. If you choose to celebrate these holidays, we encourage you to apply a “yes, and” approach. An approach that allows you to YES embrace what you believe is positive about the holiday AND consider potential injustices these holidays may bring to others. The following are some of such celebrations to apply a “yes, and” approach:
Canada Day commemorates the Canadian federation anniversary, where three separate British colonies were united and officially recognized as “Canada.” For many, Canada Day is an opportunity to celebrate what Canada has provided or provides to them as a country. However, this holiday also represents the French and British colonization of Turtle Island and its Indigenous Peoples and the enslavement of Black and Indigenous Peoples. Celebrating Canada Day can erase this history and pacify the ongoing genocide of Indigenous Peoples and Black people’s oppression by creating false national narratives. You can learn more about Canada Day in our blog, Canada Day is Not a Celebration.
In the United States, the Fourth of July claims to celebrate “freedom” and independence from Britain. In reality, this holiday represents the official establishment of the colonization of Turtle Island, the institution of slavery, and the beginning of a destructive and violent global empire. On the Fourth of July, we must acknowledge that throughout history and today, Black, Indigenous, and other marginalized peoples do not have the same freedoms as other citizens. It is also critical to acknowledge the importance of Juneteenth, which celebrates the emancipation of slavery in the United States. Many Caribbean countries celebrate similar holidays, such as Emancipation Day.
During holidays that celebrate veterans, fallen soldiers, and military achievements, we can critique violence and imperialism while also mourning the loss of loved ones.
Be critical about holidays that pacify the relationships between colonizers and Indigenous Peoples.
Apply a critical lens to holidays celebrating historical figures known to have committed oppression and colonization, such as Christopher Columbus.
Various countries have established set times to celebrate and recognize certain cultures throughout the year. We must continue to inform ourselves directly through the celebrated community to understand the most respectful and supportive way to recognize these communities. It is also important that we are intersectional in our understanding of who should be included in certain celebrations and how to broaden the celebrations to encompass the entirety of that culture’s history.
People experience holidays in different ways, not only because of their identities but because of their lived experiences. Holidays are not always joyous for various reasons, and assuming that they are, can be harmful. These can be described as “non-dominant” holiday experiences.
Allowing space in our conversations for non-dominant holiday experiences is essential in supporting our friends’ and colleagues’ inclusivity. Our blog, “Happier Holidays: Making Space for Non-Normative Experiences,” elaborates on some non-dominant holiday experiences.
Thinking critically about how we reference, discuss, and practice celebrations is a necessary action to promote inclusivity, so here are some reminders:
“My family always enforced the idea that family matters above all else, but I’ve realized that my chosen family is far more important to surround myself with. Holiday celebrations with my blood family are stressful. As the only queer, genderqueer person in my family, I have to prepare myself mentally to educate while being (mostly) unintentionally misgendered. My chosen family respects and celebrates my name, my pronouns, and my boundaries. Being with them charges my batteries, while my blood family drains it.” - Anonymous
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 non-dominant experiences, and gives some strategies for being more intentional in our workplace policies and practices.
Instead of assuming which holidays are most celebrated in your workplace, seek out the information. Learn what is important to your people, allocate time and resources to expand your knowledge, and put these practices into place.
If you are a Human Resources (H.R.) or People & Culture (P&C) leader or on your organization's planning committee, gather appropriate information thoughtfully. Consider an optional and anonymous survey that asks:
Q: What holidays, observances, and celebrations would you like recognized in the workplace?
Q: What holidays, observances, and celebrations are important to you?
Q: How would you like those holidays, observances, and celebrations to be celebrated and acknowledged?
Q: Is there anything else we should know about the holidays, observances, and celebrations that are important to you?
If you would like to learn more about your colleagues’ experiences with holidays, don’t pry unless the conversation arises naturally. Some people may feel exoticized or uncomfortable if they are put on the spot. Consider bringing up the topic of holidays in general. Discuss it in a way that doesn’t require them to divulge information but gives space to do so if they wish.
Take the time to research holidays you aren’t familiar with to learn what your co-workers and employees might be experiencing. Learn about what non-Muslim friends can do to support Muslim people during Ramadan using these tips developed by Fahmida Kamali or this thread by Areej AbuAli discussing the practice of fasting.
Now that you know which holidays are important in your organization, ask employees what support they may need during this time. This is helpful information for planning and creates an understanding of people’s experiences.
Q: How will you be observing this holiday, observance, or celebration?
Q: Will you take time off?
Q: Will you be spending extra time with family or friends?
Q: Will you be working from home during this time?
Q: Will you have increased friend or family obligations?
Q: Is there something that I could do to support you during this time?
Q: Is there something that the organization could do to support you during this time?
“Growing up in India, I have always been part of Catholic institutions, which have a reputation for teaching ‘good values.’ My holiday experiences mainly included yearly Christmas skits at school, where students were Hindu, Muslim, and Christian. I still remember how Christmas events received more budget and resources while Diwali was usually a small event, and Eid celebrations rarely happened. Thinking about it now, in the context of inclusive holidays, I realize how kids are socialized early on to give importance to certain holidays more than others.” - Siddardh Alwar (He/His)
When presented with new information, share it with others respectfully. This can take the burden off those who experience holidays in a non-dominant way. Educate those who are new to your country or unfamiliar with holidays with complex histories. 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.
Being surrounded by colleagues and leaders who assume positivity and consider dominant holidays, observances, and celebrations as the ‘norm’ can be lonely for many.
Here are some ways to be more intentional about inclusion when acknowledging these non-dominant experiences.
When choosing a venue or selecting an event space, consider the following:
Consider offering virtual alternatives for events in cases where it is not feasible for certain team members to convene in a physical space due to factors such as health risks, timing, outside obligations, etc.
Purchasing and wrapping gifts can support capitalism, consumerism, and excessive waste, which exacerbates climate change. Many might feel shame or guilt because they cannot afford to buy gifts and decorations or do not have the time or resources to plan elaborate celebrations.
Try to focus on the holiday’s core values rather than tangible items during celebrations.
If you have the means:
“While in school, a peer asked what I had planned for the official ‘holiday’ break. I said I was visiting my family to celebrate Christmas and asked if she would see her parents. To which she said she doesn’t have parents. I diverted and asked if she was going to spend time with other family members. She said “no” due to their lack of acceptance of her identity. I empathetically [and embarrassingly] apologized. Although I may have rationally known not everyone has a positive relationship with their families, at that moment, and when tied up with the lens of a positive holiday experience, my bias was evident and harmful. It’s as if the promotion of festivity around this time of year leaves so little space for careful attention and thoughts of inclusion. This needs to change.” - Anisha Phillips (She/Her)
Create an inclusive and intentional policy around holidays, observances, and celebrations to support people who celebrate holidays that aren’t traditionally recognized. The following are some methods for shifting and reframing organizational policies and practices to be more inclusive.
This section outlines a framework for planning celebrations more equitably to create belonging, togetherness, and comradeship. It also provides some ideas and strategies for celebrating inclusively both in-person, online and for winter holiday celebrations specifically.
“Celebrating” means that your organization will celebrate these holidays as a group, whether through a party, corporate event, a day off, or gift-giving.
Your organization can:
“Growing up, I was reluctant to celebrate Chinese holidays like Chinese New Year, Mid-Autumn Festival, and Qingming Festival because it felt too “different” from what I was exposed to in the media, in school, etc. To this day, I feel detached from celebrating any holiday. Several years ago, my sister decided that our family should celebrate something over the winter holidays, so we have designated the Winter Solstice as our family celebration. It’s just a day in December for us to get together and have a family dinner because we now all spend Christmas day with our partners’ families.” -Tania Cheng (She/They)
Being inclusive throughout the year doesn’t mean your organization has to throw parties during every holiday. You can acknowledge holidays in smaller ways to show employees you care about what’s happening in their lives.
You can:
Make your decor festive and cheerful, but avoid reinforcing harmful stereotypes or disrespecting valuable dress, symbols, or ceremonies. For example, many holidays like the celebration of Cinco de Mayo by non-Mexican people in the United States are celebrated with appropriation at the forefront. For ideas to celebrate in a way that honours Mexican independence, check out Four Respectful Ways to Celebrate Cinco De Mayo.
Focus on selecting decor that reflects the values of the holiday rather than choosing culturally specific decor, since many celebrations vary in their 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.
When purchasing decor, consider selecting reusable items to limit waste. This is also more economical and can redirect your budget towards other more sustainable items and experiences that your employees value.
Are music or entertainment options diverse and/or culturally inclusive to the variety of ways this particular holiday may be celebrated? Are food options diverse and/or culturally inclusive?
Consider a two-stage party. Plan a party with two parts: no alcohol in the initial stage when leaders thank employees, make any special announcements, and later celebrate where alcohol is available. The events’ schedule should be spelled out in the invitation, so attendees know what to expect and make choices accordingly. Many people don’t consume alcohol and may not want to be present where alcohol is served. Pregnant people, people managing addiction, people in recovery, and people of different faiths, such as Muslims, might appreciate the alcohol-free portion of the event.
Is your venue accessible? Is lighting sufficient for those with visual impairments? Is the music suitable for those on the Autism spectrum? Can all enjoy activities?
“During the month of Ramadan, my previous co-workers realized that so many of our team members would be celebrating Eid in the coming weeks, yet we didn’t have an organization-wide celebration planned. We celebrated Christmas as an organization, so it made sense to celebrate Eid. We created a planning committee, and our long overdue Eid celebration was a hit! Everyone learned how to make traditional dishes, so it was a celebration and an educational moment. What means most to me is that the tradition has carried on, and my previous workplace still hosts an Eid lunch celebration every year.” - Corrin Whiteway (She/Her)
Holidays, observances, and celebrations are meant to build community, comradeship, happiness, and connection between employees. Luckily, there are many other ways to achieve this in a virtual format!
Allow people to opt-in to workplace events and, when possible, expand the theme of the event. Try “Winter Wonderland Party” instead of “Holiday or Christmas Party.” Get creative! Instead of a “Christmas sweater” theme, try an “ugly sweater” theme, or consider other ways folks can dress up, such as wearing fun hats.
If choosing to decorate the office or workspace, 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!
Ensure plenty of non-alcoholic options and food that is inclusive of different dietary requirements.
This resource reflects a particular moment in time, North America in 2021, and like most things in life, will eventually need updates. Everything changes - from technologies and innovations to social norms, cultures, and languages. As such, this resource is not meant to be a static guide, but rather a compilation and reflection of our learnings to date.
Please feel free to reach out to us at hello@feminuity.org if you have any thoughts, questions, or comments.
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