Inclusion for the Holiday Season
Actress Sheryl Lee Ralph becomes the first Black Mrs Claus in the Macy’s Thanksgiving Parade since its inception in 1924.
As the temperature (at least here in the northern hemisphere) seems to drop by the minute, the days draw in, and the festive period enters full swing, many organisations are deep in planning mode for their much-anticipated yearly ‘holiday party’. Most leaders I speak with understand the value of these celebrations. After all, they represent a worthwhile investment in their people and culture; a coming together to celebrate at the end of a year of hard work, an opportunity to let off steam, build community, and strengthen social bonds. For remote or hybrid teams, they also provide a key opportunity for in-person connection between people who mostly interact from behind their screens.
So the stakes for pulling off a successful holiday party are actually pretty high. The trouble is, most severely lack inclusion. It’s typical for organisations to simply rent out a watering hole of some description, put money behind the bar, and allow drunken debauchery to ensue. Which kinda works, if you have a demographically homogenous workforce who are all big drinkers. But what about people who don’t drink for religious reasons, or people who just don’t fancy a drink, or those who are on a journey with their sobriety? Well, usually they either don’t come at all (risking social ostracisation), or show face, nurse their mocktail for a few hours, and then make their excuses.
Recently a client - who was countering our challenge to them that their social culture (one heavily centred around alcohol) could be made more inclusive - lamented “but people love the pub - why should we take that away?” Fair question. The pub has its place! But if the pub is the only place for your employees to commune socially, for them to build the outside-the-office bonds that are integral to a positive, well-rounded experience at your organisation - then that is a problem.
Below are a few ideas for creating a seasonal celebration that embraces the inclusion of your whole team:
De-centre alcohol by centring food instead!
Depending on your budget and team size, we would always recommend booking a meal over drinks. It’s a much more appealing option for everyone, and the drinkers can still drink to their heart’s content! There’s also a clear end point, enabling non-drinkers to slip out before people start heading for the karaoke bar. Bonus points for planning the place-settings to break up cliques and encourage cross-team conversation.*
Consider location and timing.
Some people have caring responsibilities, and staying out all evening just isn’t viable - and is no reflection of their dedication or desire to join in. Why not book a long lunch instead of a dinner, with optional drinks after work too? Any Secret Santas or celebratory prizes can just as easily be handed out at lunchtime. Also, take some time to research whether your venue of choice is accessible and inclusive.
Multiply the festivities.
Giving your people the opportunity to ‘pick-and-mix’ between various options over the course of, say, a week, spreads the pressure and encourages broader participation. For example, if you have communities within your organisation with non-Christian traditions (e.g. Bodhi Day, Kwanzaa, or Hanukkah) that they celebrate at this time of year, why not include these in your festivities; book team-building activities (e.g. cooking classes); attend Christmas markets. Why not entrust your leaders with some allocated budget to spend on an activity within their teams. Bonus points for encouraging everyone to share experiences and photos on Slack. This will only multiply your holiday party ideas for next year!
Celebrate your people.
This time of year is about more than excess and making a tit of yourself in front of your boss. It’s also a time for reflection and celebration. Recent research by Gallup indicates that recognition is at the heart of great workplace culture - and employees who receive great recognition are 20 times as likely to be engaged as employees who receive poor recognition. Creating some positive ‘employee awards’ in which people can vote for their colleagues is one obvious win here, and an excuse to demonstrate generosity by gifting the winners some thoughtful holiday presents. But remember, recognition is for life, not just for Christmas. Make sure you’re embedding a culture of recognition year-round too.
Involve your ERGs.
If your company has Employee Resource Groups, their input could prove invaluable for your holiday party planning. Could your neurodiversity ERG help with venue considerations - ensuring you don’t end up booking a loud bar that’s sensorily overwhelming? Could your LGBTQ+ ERG provide input on making the festivities LGBTQ+ inclusive? Members of your ERGs are experts in the needs of their communities and can help guide your thinking.
*A founder I once worked for would ask every other person at the table to move down two spaces between each course. We would groan at first, but it was incredibly effective.
Boosting inclusion isn't about being a party pooper. There will be abundant opportunities to drink over the coming weeks. But expanding your approach to the festivities simply means those people who usually dread the party, but force themselves to come, can be fully and wholeheartedly included.
