A heart made of snow

An Inclusive Approach to Holidays, Observances, and Celebrations

A Guide to Celebrating and Observing Equitably in the Workplace 📅

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.


Expanding Workplace Cultures Around Holidays, Observances, and Celebrations

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.

Non-Dominant Holidays, Observances, and Celebrations

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:


Diversity in Methods of Celebration

  • Be aware that people celebrate and observe different holidays, observances, and celebrations, and how they do so vary. 
  • Celebrations take different forms depending on the culture, traditions, and norms. 
  • Some people prefer to celebrate in big groups, while others prefer to relax alone and take time to recharge. 
  • Celebrating can be a privilege, and some cannot do so for various reasons such as financial resources, struggles relating to mental health, medical barriers, lack of family acceptance, or familial obligations, etc.
  • People who are a part of multiple groups or communities might celebrate numerous holidays that may seem contradictory or non-traditional to some. 
  • People express celebration in different ways. For example, Dia de Muertos is observed in many Latin American countries, where loved ones’ death is celebrated. 
  • Not all celebrations are “happy” in the traditional sense. Some people may choose to commemorate days that signify mourning and loss, such as Trans Day of Remembrance
  • Not all celebrations are religious or cultural. Pride can be a significant part of the year for many folks who belong to the LGBTQ2+ community or have loved ones in the LGBTQ2+ community.
  • Not all celebrations occur at a fixed time of year. Birthdays or adoption days will vary for each person, and certain holidays are dependent on moon cycles like Lunar New Year, Eid al-Fitr, or Easter. 


“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)

Holidays, Observances, and Celebrations with Complex Histories

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

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.

Juneteenth and The Fourth of July

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.

War and Military

During holidays that celebrate veterans, fallen soldiers, and military achievements, we can critique violence and imperialism while also mourning the loss of loved ones. 

  • Instead of celebrating the nation - celebrate, mourn, and support veterans. 
  • Take an intersectional approach and acknowledge the relationship between the military and marginalized folks. In some countries, military sign-ups are disproportionately people of lower socioeconomic statuses because they provide access to opportunities and resources they would not have otherwise. 
  • Consider donating to veteran support organizations, as many veterans face issues with mental health, substance abuse, and homelessness. 
  • We can also mourn the lives of those lost due to war and imperialism who weren’t from our home nations; their lives are equally as important. 
  • Avoid glorifying war by being critical about the role of violence, death, and imperialism.

Holidays With Colonial Histories

Be critical about holidays that pacify the relationships between colonizers and Indigenous Peoples. 

  • Thanksgiving pacifies this relationship to erase the history of genocide and further oppress Indigenous Peoples. 
  • Each year, its celebration emboldens the false narrative that Indigenous Peoples and European colonizers had positive relationships and that Indigenous Peoples were passive and even welcoming to the colonization of Turtle Island. 
  • Learn more about how the narrative of Thanksgiving was and continues to be changed over time to excuse genocide and colonization in The Myths of the Thanksgiving Story
  • If you celebrate Thanksgiving, do so while remaining critical of its history.
  • Find ways to foster a discussion or infuse education into your celebrations. 
  • Consider actionable ways to decolonize Thanksgiving.

Apply a critical lens to holidays celebrating historical figures known to have committed oppression and colonization, such as Christopher Columbus. 

Intersectionality in Our Celebrations to Recognize All Communities

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.

  • Do not approach these equity-themed days and months as only one-off initiatives rather than year-round commitments.
  • If you want to engage with Hispanic and Latine Heritage Month, include the experiences of all identities encompassed in Hispanic and Latine culture.
  • For International Women’s Day, include all women in your celebrations.
  • When recognizing Pride Month, be intentional about supporting all expressions and lived experiences. Pride Month also typically coincides with Indigenous History Month, so it’s important to be intentional about acknowledging non-Western forms of gender and sexual diversity and decolonizing Pride celebrations. Furthermore, remember to take intentional actions toward reconciliation during this time and recognize the enduring effects of colonization across the world. 
  • For Black History Month, we can expand our understanding of the history, legacy, and continued contributions of the Black community by incorporating an intersectional approach to our education.
  • When celebrating Disability Pride Month, we want to ensure that we include people with invisible and visible disabilities, whether physical, mental, or neurocognitive. 
  • If your company works internationally, keep in mind that countries often have a different history and pride months. For example, people in the U.K. celebrate Black History Month in October. While in the U.S., people celebrate it in February. Pride and history months may also be different within the same country.

Not All Holidays are ‘Happy’  

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:

  • Don’t presume that everyone has a ‘home’ or family members to visit. 
  • Don’t presume that everyone has a nuclear family. ‘Family’ comes in many forms, and for many, chosen families are critical
  • Pressures to gift can reinforce classism. Indulging in consumerism is an economic privilege many cannot participate in. Having limited finances to spend during this short period may cause guilt and shame.

“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

How to Be More Intentional About Holidays, Observances, and Celebrations

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.

Expand Your Knowledge 

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)

Educate Others

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.

Be Inclusive About Non-Dominant Experiences

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.

Validate Non-Dominant Experiences

  • Acknowledge that non-dominant experiences exist and validate them in communications to your team, clients, partners, and social audiences. 
  • Provide some context surrounding holidays. Reach out to employees in private and ask if they would like to share how they observe holidays and celebrations. Try and make it a collaborative effort to learn and educate; don’t leave the responsibility only to those participating.
  • Create awareness of other religions. Start with an interfaith calendar and let everyone in the organization know which holidays your employees will be observing; you don’t need to specify who. 

Don’t Make Assumptions

  • Avoid assuming a dominant holiday experience in your dialogues.
  • Not everyone can afford gifts, so asking, “have you finished your holiday shopping?” can make some people feel uncomfortable or stigmatized. Not everyone has parents or family who are accepting, so asking people if they are “celebrating with their family” should be avoided.
  • In places where Christmas is dominantly celebrated, “Merry Christmas” is shared widely, and we must be intentional with the use of the greeting.
  • If someone mentions they celebrate a particular holiday, ask them about it openly and let them lead the conversation.
  • When people share non-normative experiences relating to holidays, actively listen to them.
  • Do not minimize their experiences, and don’t tell comparative stories; both act as a means of suppressing people’s real and lived experiences.

Food, Beverages, & Catering

  • Don’t make comments about what people choose to consume.
  • Do not expect people to eat, drink, or consume alcohol. 
  • Do not make comments about what people are eating/drinking, how much they are eating/drinking, and if they are eating/drinking.
  • Food and drink-oriented events can be triggering and uncomfortable for people with disordered eating or people who face shame because of their size. This can also be tough for people managing addiction or people in recovery. If someone close to you struggles with mealtimes, eating in front of others, or being around alcohol, make an effort to reach out to them and learn how you can make the celebration more comfortable.
  • Be proactive in making voluntary space for your teammates to share any important dietary restrictions they have, whether medical, spiritual, values-related, or personally elected. As a baseline, organize a menu or choose a venue that has options or accommodations for vegetarian, vegan, gluten-free, dairy-free, kosher, and/or halal diets in addition to common food allergies (e.g., peanuts, tree nuts, soy, shellfish, eggs, etc.) Always provide non-alcoholic beverage options. 
  • Consider your teammates' relevant fasting schedules when deciding on a time for the event. 

Event Space Selection

When choosing a venue or selecting an event space, consider the following:

  • Are there all-gender and accessible restrooms available especially for non-binary, gender nonconforming, and disabled team members?
  • Is there any private space for breastfeeding/chest feeding, praying, caregiving responsibilities, and/or for sensory retreat purposes?
  • Is the venue or space 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 this venue or event space accessible to people who do not have a personal vehicle, such as those travelling via public transit, biking, etc.?
  • Is there accessible parking at this venue or event space?

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.

Value Community Over Consumerism

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: 

  • Support small and local businesses that reflect your values, your community, and your organization. 
  • Purchase sustainable gifts and gifts that come in sustainable packaging to reduce environmental impact. 
  • Try gifting 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. 
  • Instead of giving gifts, ask friends or family to donate to a community organization that you support instead.

“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)

Change Organizational Policies and Practices

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.

Implement Inclusive Holiday Leave/Days

  • 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 or Diwali or Pride may be more important. Leaders and organizations need to be open to reallocating days off work. For example, Spotify has implemented a flexible public holiday policy where employees can “trade” time off during public holidays for holidays they prefer to celebrate. Learn more in 7 Months with Flexible Public Holidays.
  • January 1st does not mark the start of the new year for everyone, so allow for employees to celebrate more than one New Year holiday. 
  • Check out 26 Completely Different New Year’s Days Around the World.

Allocate Budget

  • How your organization uses their budget communicates which holidays, and in turn, which groups of people your organization values. 
  • Create a comprehensive budget plan that expands which holidays are celebrated, and redistributes funds, so certain holidays or times of the year aren’t prioritized. Consider celebrating holidays like Pride, Kwanzaa, Indigenous Peoples Day, etc., throughout the year. 
  • Reallocate money that would have been spent on a single holiday party to other internal initiatives that foster belonging and inclusion for more employees. Allow for more inclusive or expansive work perks/benefits. 
  • Allow employees to select a charity to donate their portion of a holiday budget and/or choose a charity and make an organizational-wide donation.
  • If choosing to buy gifts for team members, consider supporting small, local businesses. Particularly ones run and owned by folks who are marginalized. Access The Ultimate Shop & Support List for ideas and examples. 
  • For virtual celebrations, consider offering a meal stipend for team members.

Considerations for Celebrations

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.

Determine Which Holidays You’ll Celebrate

“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:

  • Create one or multiple multi-faith holiday parties throughout the year.
  • Instead of centring your party around certain holidays, celebrate company-specific holidays like the date the company was founded or the first sale date.
  • This can give team members time to bond and celebrate the great work they’ve accomplished.

“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)

Determine Which Holidays You’ll Acknowledge

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:

  • Send email reminders, celebratory thoughts/warm wishes, educational pieces, and considerations about the holidays. 
  • If you have Muslim colleagues who are fasting during Ramadan, it might be helpful to include in your holiday email that colleagues should try to schedule meetings in the morning, when people are more alert. For more information on how to support employees during Ramadan, read Smart and Sensible Ways to Conduct Business during Ramadan.
  • Send e-cards.
  • Draft handwritten cards/notes.
  • Announce the holiday during team meetings, share what you’ve learned about the holiday, and make space for others to share if/how they are observing if they feel comfortable.
  • Check-in with employees to determine if they need more support during this time or if their obligations are adding extra pressure.

Plan Equitably

Create a Diverse Planning Committee 

  • Create planning committee positions that are valued, respected, and delegated to all types of people across identities, backgrounds, leadership levels, and lived experiences.
  • Organizations often rely on women and other marginalized folks to take on much of the emotional labour, event/birthday planning, decorations, cleanup, and administrative tasks. 
  • Consider how you can compensate employees for their time, as company parties are integral to forming bonds and improving workplace productivity and culture.
  • Communicate your values and goals to the planning committee and ensure that your team members are equipped with the skills and knowledge to create inclusive celebrations. 

Make Your Party Voluntary

  • Communicate that employees are not obligated to attend.
  • Keep tabs on those who may need support and make a thoughtful effort to communicate your appreciation for them.

Schedule Your Date and Time

  • Consider scheduling the party when employees are not stressed with deadlines. 
  • Plan your event during work hours. Many employees have obligations and important commitments after work hours and might feel obliged to rearrange their priorities to attend. For example, employees should not be forced to arrange child or family care to attend unpaid work events.
  • If your event is after work, check employee availability, and let your team know ahead of time. 

In-Person Celebration Considerations

Decorate!

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.

Event Activities and Food 

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?

Account for Different Comfort Levels

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.

Prioritize Accessibility

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)

Virtual Celebration Considerations

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!

Find New Ways to Organize 

  • Organize virtual celebrations that are not centred 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 will foster bonds between employees and allow everyone to have fun and connect.
  • Check out the links below for a list of virtual games to play during your holiday celebrations! 
  • 24 Fun Games You Can Play On Zoom and Other Conference Calls 
  • 30 Fun Zoom Games to Play with Co-workers in 2020 

Inclusion and Expansion

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.

Décor

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!

Festive Treats

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.

Return to ResourcesWhy Feminuity?Get on Board