The holiday season, while a time of joy for many, can also bring feelings of exclusion to others, particularly in a multicultural workplace. According to a poll by YouGov, 74% of Brits believe Christmas to be ‘a time of year for everyone’, and not connected in any way to religious beliefs. These numbers only highlight that nowadays we celebrate it as a secular holiday, as an opportunity to get together with family and friends, exchange gifts and have the main roast of the year. Same at the workspace, as we approach this festive period, it’s vital to rethink our holiday celebrations to make them as inclusive as possible. By creating traditions that respect and celebrate all faiths and cultures, we foster a sense of belonging for every employee.
At Trivium Packaging, a company committed to both social and environmental responsibility, inclusivity is a core principle. For example, research by Catalyst found that employees in inclusive cultures reported higher levels of psychological well-being and lower burnout. With flexible work policies that recognise diverse needs, Trivium is nurturing a welcoming environment for all that we continually evaluate and improve upon. In the same spirit, we’ve begun ensuring our holiday gatherings reflect an inclusive approach so that all employees can join in the celebration without feeling alienated.
Here are key strategies for fostering an inclusive, welcoming holiday atmosphere this season.
Using non-denominational themes and gift-giving practices
Choosing a holiday theme that is inclusive can help set a welcoming tone for your event. Instead of focusing on a single holiday, consider adopting a neutral or all-encompassing theme. Options such as “Winter Celebration,” “Year-End Gathering,” or “Season of Gratitude” convey the joy of the season without prioritising any particular faith. When referencing multiple holidays, be sure to include a variety of traditions, such as Christmas, Diwali, Kwanzaa, Hanukkah, and New Year’s. This approach honours diverse celebrations and helps all attendees feel recognised and respected.
If your end-of-year celebrations include gift giving such as the tradition of “Secret Santa.” This practice can be uncomfortable for some employees, so it’s important to ensure that the gifts are neutral or customisable, avoiding any specific cultural or religious connotations.
As an alternative to gift-giving, companies could consider making charitable donations to a cause selected by their employees. This approach promotes a broader appeal, allowing everyone to choose where they want to contribute and make a difference. By doing this, the company not only rewards its employees but also promotes a more socially responsible initiative.
Diversifying food options
Offering a variety of food options is crucial for making employees feel comfortable and valued. To accommodate different religious and dietary needs, provide choices that include halal, kosher, vegetarian, vegan, and gluten-free options, among others. Clearly labelling each dish with its ingredients allows employees to make informed decisions that align with their dietary restrictions, reducing the likelihood of them feeling excluded or anxious about food options. Sending out a survey prior to an event to collect dietary preferences and needs is one way to thoughtfully plan a menu that demonstrates care and respect for everyone’s needs.
Including alcohol-free options
For many, celebrating doesn’t necessarily mean drinking alcohol. Employees may choose to abstain for various reasons, including religious beliefs, health concerns, or personal preferences. Providing appealing non-alcoholic options—such as sparkling water, mocktails, and festive sodas—helps prevent a focus on drinking. This approach ensures that everyone feels included in the celebration without any pressure to conform.
Flexible attendance policies
Inclusivity means giving employees the option to choose how and whether they wish to participate. It’s important to recognise that some individuals may prefer not to attend events for various reasons, such as religious observance, neurodivergent needs, or personal preference. By making attendance voluntary and eliminating any negative perceptions associated with opting out, you demonstrate to employees that their comfort and beliefs are respected. Celebrations should always feel optional, not obligatory.
Accessible and inclusive venues
Choose venues that are fully accessible for individuals with different abilities, ensuring, for example, wheelchair access and providing accommodations for visual and auditory needs. Designate quiet or sensory-friendly rooms to support neurodivergent employees and those who require space for reflection, meditation, or prayer. It is important to recognise that some individuals may experience sensory overload more than others, so accommodating spaces where people can take a moment to retreat from a busy environment is essential.
Additionally, ensure that there is a space for breastfeeding individuals so that no one feels uncomfortable in a public gathering. These rooms should offer adequate privacy, featuring lockable doors and covered windows for comfort and security.
Choosing culturally sensitive music and entertainment
When choosing music and entertainment for your workplace, it’s important to reflect its diversity. Aim for selections that are neutral and universally appealing, rather than those associated with specific religious or cultural themes. Avoid symbols or messages that might resonate with one group while alienating another. A well-curated and culturally respectful lineup will help ensure that everyone feels welcome and comfortable participating in the festivities.
As we celebrate, let’s remember that inclusivity is about more than words: it’s reflected in each decision we make, from themes and menus to attendance policies and entertainment. Thoughtful, inclusive planning can create a festive, respectful environment where everyone feels valued, comfortable, and part of the celebration.
By adopting inclusive holiday practices, companies foster a workplace culture that respects all backgrounds, enhancing employee engagement and morale. Inclusivity should not be seen as a seasonal gesture but as a fundamental aspect of a healthy workplace. When organisations prioritise inclusivity, they build a more unified and supportive work environment that extends beyond the holidays.