How companies can celebrate the holidays inclusively this season – Low Calorie Diets Tips

When planning the holidays, it is important for companies to practice true inclusion by ensuring that all festivals, cultures and beliefs are correctly represented.


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While the holidays are a time of joy and merriment, employees often feel marginalized and excluded from the office during the holidays. Certain holidays are preferred at this time of year, but in reality there are numerous religious and secular holidays between Thanksgiving and New Years. Some of these holidays this year include Hanukkah (November 28 to December 6), Bodhi Day (December 8), and Kwanzaa (December 26 to January 1).

When planning the holidays, it is important for companies to practice true inclusion by ensuring that all festivals, cultures and beliefs are correctly represented. Whether for cultural or religious reasons, holidays are a window into what is important to each employee, as the holidays they celebrate are an expression of their values.

If companies want to build a culture where employees can fully engage in work, it’s important that they are aware of which holidays are meaningful to their employees and how they celebrate them. Failure to do so could have far-reaching negative impacts on engagement, productivity, culture and overall organizational performance.

Here are some simple ways companies can celebrate the holidays while embracing each employee’s unique background, culture, and beliefs.

1. Ask employees what holidays they celebrate and how

Beliefs and cultures can be very personal, so the best way to find out is to ask. A simple way to do this is to include a few questions about holiday celebrations and how they are celebrated in your onboarding process and check for changes. Consult with a human resources department or legal expert to make sure you’re asking the right questions. Most importantly, you communicate to your employees that disclosing this information is optional, as some may not be willing to share this information.

For those willing to share, consider it Using the holiday season to shine a spotlight on employees and their holiday traditions. Add a blurb about your holiday celebrations in company newsletters, internal communications, or on social media so others can learn about your special traditions and gain awareness of other cultures and religions.

2. Make the holidays non-specific

A simple switch is to change “Christmas” to “Holidays” to include all celebrations. Managers should also encourage employees to wish people “Happy Holidays” instead of “Merry Christmas.” Another approach is to plan a Christmas party around the season, e.g. B. under the motto “Winter Wonderland” or “Snowflake Soiree”. Also, consider putting up non-specific holiday decorations. If you want to extend the decoration to all of the holidays your employees celebrate, host a decoration day and have team members bring decorations related to their faith and culture. Add a flashcard next to each decoration so staff can learn more about each tradition.

3. Establish a diverse planning committee

To ensure all cultures and faiths are represented and included, establish a diverse planning committee and involve people from different backgrounds to help with vacation planning, coordination and execution. Non-core members, such as DEI or human resources staff, are considering staggering the committee’s membership terms to allow new employees and ideas to be part of the committee. Finally, similar to ERGs, ensure that this group is compensated for their participation on this committee as it means extra work for the members and shows that inclusion is one of the top priorities of the organization.

4. Look at the calendar

Many different important cultural holidays take place at the end of the year – not only in December. When choosing a date for your vacation or year-end party, be sure to consult one Interfaith Calendar to avoid planning errors and to ensure that you do not plan a holiday. Also, create a multicultural calendar that records all the holidays your employees celebrate so everyone can reference and remember these dates.

5. Do you offer Floating Time Off for holidays

To accommodate holidays and cultural celebrations throughout the year, allow employees flexible holidays so they can make time for cultural or religious events that are meaningful to them. Instead of a fixed holiday calendar, this ensures that each employee can take time off to celebrate or observe holidays without worrying about using their paid time off.

6. Watch out for food and drinks

During the holiday celebrations, make sure you offer a variety of food and drink options that accommodate everyone’s preferences and restrictions. For example, make sure you offer food that meets employees’ kosher, halal, or vegetarian needs. Food placement is also crucial, as some may find it offensive to see their dishes next to certain meats. Consider using holiday celebrations as an opportunity to learn and share traditions, such as asking each employee to bring a traditional cultural or family dish to share at a team potluck and discuss the story behind the dish.

In addition, some people may not drink alcohol because of their religion or other beliefs. Consider hosting non-alcoholic holiday events and be mindful of the venue you choose. For example, a Christmas party at a bar can make employees who don’t drink feel uncomfortable. To better accommodate those who wish to drink and Those who don’t should consider using two different areas at your venue, with one area serving soft drinks and the second serving alcoholic drinks. Another consideration is to host a “progressive dinner”-like event where different foods and drinks are served in different locations and employees can choose to “move on” to the next event when alcoholic drinks are served.

7. Keep holiday celebrations optional

Some employees may not want to celebrate the holidays at all, so be sure to keep holiday celebrations optional. Remind employees that whether or not to attend is their choice and management should make it clear that attendance is not required. Also, keep in mind that holiday celebrations can be difficult for employees coping with depression or grieving the loss of a loved one. Check in with them regularly to see what support they may need during the holiday season.

8. Engage DEI consultants and industry experts

DEI experts can help leaders celebrate the holidays inclusively. In addition to advising on how to celebrate holidays inclusively, DEI experts can help create more equitable and inclusive workplaces throughout the year. Specifically, they can identify hidden or systemic barriers that prevent an inclusive and equitable environment across a variety of backgrounds by conducting equity reviews in the workplace and helping organizations take the time to diagnose these issues before moving directly to training start. When organizations are armed with data, they can begin to address systemic barriers and issues and work towards developing long-term, sustainable and measurable goals that go well beyond inclusion during the holiday season.

Star Carter is Co-Founder, COO and General Counsel at Canary Islands.

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