How to keep your office holiday celebrations inclusive

Holiday celebrations at work may seem harmless to employers, but without the right attention to detail, they could end up being less than festive.

Whether it's a difference of opinions when it comes to which holiday employees want to celebrate or simply a matter of employees not being in the celebratory mood, holiday parties may unintentionally make certain communities within your workforce feel excluded. 

"Celebrations, on the one hand, are easy to understand — a time to be happy and share," says Anna Eliatamby, clinical psychologist and workplace well-being expert. "But celebrating holidays at work respectfully can be fraught, complex and multifaceted. To celebrate honorably means that you must include as many of the preferences of the diverse people in your organization as possible." 

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Employers' own views and biases can often stand in the way of celebrating the holiday season equitably, according to Eliatamby. Even when employers are trying to be inclusive, they often have a tendency to assume that this time of year is the holiday season for everyone. But that overlooks the fact that, for example, different cultures celebrate the New Year at different times, including Chinese New Year in late January and Persian New Year in late March. 

Forced participation in gift-giving practices can also create stress for workers — company-wide games of Secret Santa or White Elephant can put unnecessary financial strain on employees struggling to manage their households' budgets. 

"We all have many assumptions about each other," Eliatamby says. "[The biggest mistake employers make] is assuming that diversity and inclusion for a celebration means that everyone wants to celebrate." 

And while holiday celebrations at work should never be a forced obligation for workers, there are ways for employers to make sure this time of year is comfortable for everyone — and it all comes down to communicating with employees. Much of the discomfort certain employees may feel around the holidays can be avoided by simply including those people in planning conversations so they know their feelings are being taken into consideration. 

"Ask the staff what they would like," Eliatamby says. "Include them in the design, planning and doing. Help facilitate discussions about traditions that people have and follow."

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More than 23 million Americans are in recovery from substance misuse and addiction, many of whom are employed, according to the International Center for Addiction & Recovery Education. To be considerate of employees who don't drink and aren't comfortable in social situations that center around alcohol — as so many company parties do — a plausible solution could be to make large portions of parties dry for a set number of hours before introducing alcohol or an open bar, according to Eliatamby. That gives employees the option to participate but leave before they get uncomfortable. Similarly, if staffers are hosting a gift exchange, make sure it's optional, and put limits on the price of items purchased. 

Additionally, Eliatamby urges employers to consider the emotional struggles so many workers face during the holidays, and even the winter season. (Ten million Americans are impacted by seasonal affective disorder, a form of depression triggered by the change of seasons, according to the National Mental Health Solution.) A blanket solution, Eliatamby says, is to offer a few extra days of floating PTO, creating space for workers who need it, and giving them the option to opt out of celebratory events they may not be emotionally up for.

"Make sure that you apply a wide definition of diversity and difference," Eliatamby says. "But remember, not everyone will feel comfortable declaring their difference. Ensure that there are quiet moments and spaces for those who need them in whatever is designed."