Unity in Diversity

Employers focused on diversity, equity and inclusion should know that along with festivities and cheer in the coming months comes ample opportunity to practice inclusivity and continue to foster a welcoming environment for all.

Celebrating employees and co-workers via gatherings and goodies during the holiday season can boost morale, increase team bonding and provide additional opportunities for employee recognition. As with all other DEI practices, applying strategy and being intentional with your plans can elevate feelings of belonging in your organization.

Here are suggestions on what to avoid and consider when aiming to create an inclusive and festive atmosphere in the workplace during the winter holiday season.

Recognize that the holiday season is already a culturally significant, busy and expensive time for many. Be thoughtful. Consider the importance of timing and expectations. There are several holidays that occur in the fall and winter. Consult a cultural and religious events guide when selecting the date of your seasonal celebration to ensure everyone has the opportunity to attend without conflict. Keep internal calendars in mind as well. When employees are working on a large end-of-year project or up against a major deadline, they may not feel as jubilant.

“As an organization that is open for guests 364 days a year, we tried to be very mindful of when we could celebrate staff best,” says Jacque Holowaty, senior director of business strategy and operations at Woodland Park Zoo. “That happens to be in the fall. Being flexible when you are aiming to recognize your workforce and their accomplishments is key.”

Gathering to celebrate during a less busy month may create more engagement and opportunity to attend. Additionally, avoid any financial obligation on the part of your employees and their guests. Pressure and anxiety can be magnified during an already expensive time of year if attendees are expected to purchase tickets for the event, travel a great distance to the event location or buy gifts for their coworkers.

Avoid calling it a Christmas party. Consider that this is an opportunity to celebrate. With inclusivity in mind, keep holiday decorations, themes and the name of your event as neutral as possible to maintain focus on acknowledging and celebrating your organization’s accomplishments and achievements. This is also a chance to utilize feedback from your company’s employee resource groups to ensure menus, locations and all aspects of your holiday party are thoughtful, accessible and deliberate. An end of year soiree can reaffirm your organization’s commitment to DEI, while demonstrating your appreciation for the team and respecting each member’s diverse religious beliefs or cultural traditions.

Avoid obligating party attendance. Consider new ways to make everyone feel welcome, communicate those plans clearly, and note that participation is entirely voluntary. The end of the year is a busy time with competing priorities for individuals and families, and there are many reasons why an employee may not be able to attend the office party. Require managers to make it clear that career-enhancing assignments and promotions will not be discussed at the event and attendance won’t have an impact on what happens during regular business hours. If you have remote teams, create an alternate way to show appreciation (possibly a virtual party with local food delivery).

In addition, acknowledge that festivities are not always “fun” for everyone. Some employees can experience anxiety, overstimulation and cognitive fatigue at large events. Providing a sensory friendly room or respite for those employees who experience sensory overload with the many lights, music and crowded spaces that often come along with workplace parties is a highly inclusive practice. This is helpful for neurodiverse employees, folks with social anxiety, introverts, or those who find navigating group conversations challenging. Advertising in advance the plan for having quiet spaces at your event may reduce pre-party anxiety and encourage more attendance.

Avoid choosing employee gifts that may feel exclusive for some. Consider being intentional when selecting gifts of appreciation. To infuse DEI into your gift-giving practices, consider new ways to purchase. “The season of giving is a great opportunity to be intentional about how you spend your money, and purchasing from small businesses is a great way to support your local community,” says Laura Clise, CEO and founder of Intentionalist, the Seattle-based online guide to intentional spending. “Giving gifts from local businesses owned by women, people of color, Indigenous people, members of the LGBTQ community, and people with disabilities is a great way to personalize your approach.”

Additionally, consider neutral items like gift cards, experiences, or eco-friendly items. Avoiding alcoholic beverages will ensure that folks who practice sobriety and those with religious reasons for not drinking will not feel awkward. Recognizing employees, thanking them for their service and rewarding them with a gift is a wonderful practice, and being thoughtful about gift procurement will lead to boosted morale and the greatest usage of your generous gesture.