More often than not, the holiday season presents an excellent opportunity to reinforce inclusion within an organisation. Festive celebrations, particularly Christmas, can be used as an opportunity to highlight a company’s commitment to providing an inclusive environment for all employees.
In the workplace, the festive period can be seen as a time to come together and reflect on the achievements of the past year. For some employees, Christmas is a cherished celebration, while for others, it may hold little significance or even present personal difficulties. Employers must recognise these differences and ensure that their workplace policies and culture reflect inclusivity, respect, and understanding.
Here’s how to create a more inclusive workplace during Christmas to ensure everyone feels valued and supported.
Listen to the team
Inclusivity begins with listening. Every employee has unique needs, preferences, and beliefs, especially around the holiday season. Some may celebrate it as a religious holiday, others as a cultural tradition, while some may not observe it at all.
Before planning anything, it's worth creating opportunities for employees to share their thoughts, this could be done through anonymous surveys, one-on-one meetings, or team discussions, in order to better understand what employees want from Christmas at work. Managers and team leaders can ask questions such as:
Do you feel comfortable with the company’s approach to the festive celebrations?
Are there specific accommodations you would like during this time?
Listening actively and responding thoughtfully ensures that employees feel heard and valued. It also helps prevent assumptions about how the team wants to celebrate – or whether they wish to celebrate at all.
Careful planning of parties and gatherings
The festive season is a time for celebration, and work Christmas parties are considered tradition to many. Jo Chambers, HR Consultancy Operations Director at WorkNest, believes that: “End-of-year parties are a great way to reward employees, allow them to let off steam and have teams socialise together to build good relations.”
However, last year, in a survey conducted by reward provider Love2Shop, fewer than one-in-10 employees said they would choose to have a Christmas party. With 63% of respondents stating they don’t want a festive celebration at all – up 7% from 2023. Hence it may be worth thinking of different ways to mark the festive season for your team.
For some employees, particularly neurodivergent individuals, these events can be deemed overwhelming. Socialising in a large group or navigating loud, busy environments can be challenging for those with ADHD, autism, anxiety, or other conditions. Consider offering alternative options like a virtual quiz or Secret Santa alongside a Christmas party – with no obligation to join.
If appropriate, it may also be worth considering creating quiet spaces in the office, which provides a quiet room where employees can retreat if the workplace becomes overwhelming during this time period. By being mindful of neurodiversity, businesses can create a workplace where all employees can thrive, not just during Christmas but all year-round.
Communicate clearly
Miscommunication can lead to misunderstandings and feelings of exclusion. To help avoid this, clearly outline the plans for festive/end-of-year events, office closures, and gift-giving. Share this information well in advance so employees have time to prepare or voice any concerns they may have.
When communicating plans, highlight that participation in festive activities is optional. For example, if organising a gift exchange, make it clear that employees can opt out without fear of judgment or repercussions. Transparency about expectations helps set the tone for an inclusive and understanding workplace.
Be flexible
For managers and leaders, offering flexibility is essential, particularly during this season. Being flexible in the approach to the period provides a chance to consider different workarounds available to employees of differing faiths and backgrounds.
For example, it may be worth giving employees the chance to decide whether they work across the festive period, or use that time at a different point in the year to mark an occasion that is important to them.
Here are some alternative approaches to working in the festive period:
Offer work options for non-celebrators: not everyone celebrates Christmas, and some employees may prefer to work through the Christmas period or even Christmas Day itself. Offering them the option to work during this time is a simple yet effective way to show respect for diverse individuals.
Allow holiday swaps: where possible let employees substitute Christmas-related bank holidays (Christmas Day, Boxing Day) for alternative dates that align with their personal beliefs or cultural observances, such as Eid, Hanukkah, or Diwali.
Accommodate family needs: recognise that some employees may have additional family responsibilities during Christmas, such as childcare or eldercare. Offer flexible working patterns to support them during this busy period – to ease the pressure and avoid potential employee burnout.
Flexibility sends a powerful message, and allows organisations to showcase that it values all employees, regardless of their personal beliefs or circumstances.
Say thank you
The holiday season is an ideal time to express gratitude to employees. Small gestures like personalised thank you cards or gifts can go a long way in making everyone feel appreciated.
However, it’s important to ensure these gestures are well thought out. For instance, avoid gifts or messages that are overly Christmas-specific unless the recipient celebrates the holiday. Consider opting for neutral expressions of appreciation and acknowledgment – thanking employees for their continued efforts and high standards.
Use this time to recognise contributions from all team members, regardless of whether they’re involved in festive celebrations or not. It’s a time of reflection and by acknowledging employees’ efforts and contributions, organisations can promote a positive company culture – which has a knock-on effect when it comes to productivity, morale, and talent attraction.
Remember, inclusivity isn’t about minimising the festive celebrations – it’s about broadening the sense of belonging so that all employees feel valued and respected during this time. When organisations prioritise inclusion, they build a stronger, more cohesive team ready to take on the year ahead.
If you’re looking for a talented professional to join your team, or a new opportunity, contact one of our specialist recruiters now.
