#22 - Inclusivity Matters: Making the Holiday Season Welcoming for All
As the holiday season approaches - how can we ensure everyone feels included? From office parties to company gifts, thoughtful planning can make this time joyful for all, no matter their background.
Christmas is a time for everyone.
That might sound like a contradiction, but hear me out.
The word ‘Christmas’ derives from ‘Christian/Christ Mass’. The traditional celebration of the birth of Jesus Christ, whom Christians believe is the son of God. While most Christians celebrate on December 25th, Orthodox Christians observe it on January 7th.
Christmas is the most significant national holiday in the Global North, but regardless of religion or faith, almost everyone in this part of the world has their version of Christmas, marked by their family traditions. For example, my family doesn’t exchange gifts (don’t worry—I’ve got my birthday, Ramadan, and two Eids for that) or decorate, but we always have a big ‘Christmas dinner’ with all the trimmings.
Talking to other third-culture kids, I’ve found that many of us share some version of this experience—a unique blend of traditions that make the season feel inclusive but universal in its own way.
Let’s turn our attention to the workplace.
The holiday season is an important time for celebration, but it’s also an opportunity to reflect on inclusivity in the workplace. For managers and company leaders, creating a festive environment that respects everyone’s traditions and beliefs is critical to fostering belonging and connection.
Here are some things to consider as you go about finalising your plans.
Language: “Can I wish someone a ‘Merry Christmas?’”
Yes, you absolutely can. Is it the most inclusive? Probably not, but let’s unpack that.
For the last few years, aided and abated by President Trump, there has been a prevalent narrative that specific communities are waging a ‘War on Christmas’ and want to take the Christian out of Christmas. From my perspective, that is, quite frankly, a load of crap designed to stoke division and fear.
Picture credit: Scott Olson, Getty Images taken from Slate.com
From the research I’ve conducted with my Instagram community and my own lived experience, the vast majority of those of another faith are in no way offended by someone wishing them ‘Merry Christmas’, and it may even be something they say themselves. I know I do. It’s become so much of an issue that in the UK, the Muslim Council of Britain has had to issue a yearly statement declaring people to ‘Keep calm. It’s Christmas’.
I’m a firm believer that two things can be true at once. Although I stand by the points above, in a year when the Jewish festival of light, Hanukkah, coincides with Christmas Day, terms like ‘Seasons Greetings’ or ‘Happy Holidays’ help bring everyone in regardless of their background, and so I would encourage businesses to use these alongside references to Christmas.
For example, a manager’s email to their team may read: “….As the year draws to a close and we head into the Christmas break, I wanted to take the opportunity to wish you all Season’s Greetings, and I hope you had a lovely and restful time off with your family and loved ones….”
Language: Can I call the Christmas party a ‘Christmas Party?”
The same rule applies here. I’ve also observed companies refer to their parties as “Winter Celebrations” or [the] “End of Year Party,” both of which ensure that the events welcome people from all faiths and backgrounds.
Party Planning: How do I make sure the actual celebrations are inclusive?
Cultural representation: Given the professional setting, I support organisations that avoid using outwardly religious symbols such as crosses and images of Christ and celebrate by using cultural themes such as Christmas trees, holly, and candy canes. Some organisations in the USA also incorporate decorations that represent a variety of cultural holidays celebrated during this time, for example, Hanukkah. My recommendation here would be to canvass members of these communities to get their perspectives on how they would like to be celebrated.
Dietary Considerations: Ensure catering accommodates dietary needs—vegetarian, halal, kosher, gluten-free, etc.- and that plenty of non-alcoholic drinks are available.
Location: If the party location is a bar or a pub, those who do not drink for religious reasons or those who are sober/teetotal may decline to attend. If your budget allows, consider a setting where alcohol isn’t as front and centre.
Participation is Optional: Frame attendance as an opportunity rather than an expectation, ensuring employees feel comfortable opting out without judgment.
Safety first: Company parties can be very alcohol-fuelled, and so it’s essential that, given people will be drinking, we continue to look out for each other. If you see something that doesn’t look right, step in. No one wants to be a ‘party pooper’, but equally, we’re all ‘at work’, and the same codes of conduct about caring for each other apply here.
Gift Giving: What can I gift my employees to ensure inclusivity?
Universal Appeal: Provide options for company gifts, as regardless of faith, not everyone wants a bottle of wine, no matter how fancy. Ensure that you have plenty of alternatives and that no one is left empty-handed because you may have run out of the non-alcoholic version.
Respect Boundaries: Avoid pressuring employees to participate in gift exchanges like ‘Secret Santa’, as financial or personal reasons might make it difficult for some.
Wellbeing: Christmas can be challenging for some. How can I support my team?
Check-In on Employees: The holiday season can be emotionally challenging for some due to financial stress, family issues, or feelings of isolation. If you know a team member has an issue, check in with them. You could also reference your company's support services in your end-of-year message.
Flexible Schedules: This is a year-round consideration, but ensure that you respect employees' requests for time off for various cultural holidays or family commitments throughout the year. It may be ‘another Tuesday’ for you, but it may be someone else's most significant day of the year.
Management: How can I be an inclusive leader?
Actions speak louder than words. Model inclusive behaviour by:
Using the company party to speak to team members you may not usually talk to rather than just the ‘usual suspects’. This is a perfect opportunity to bring people in and make them feel they belong.
Attending events that celebrate cultural and community traditions across the year.
Showing genuine interest in learning about different holiday customs among your team.
Acknowledging and celebrating the team’s diversity in year-end messages.
Avoid offending other team members by suggesting that “perhaps they can log on to the company socials/emails/etc on Christmas Day as they don’t celebrate Christmas anyway.” Remember, Christmas is a national holiday, and their time off matters as much as yours.
In conclusion, inclusivity is, first and foremost, about creating a workplace where everyone feels they belong. By fostering a culture that respects a spectrum of traditions and beliefs, managers and leaders can ensure that everyone shares the joy of the season.
November recommendations:
📚READ Creative Backlash – A guide from the Unstereotype Alliance to help marketers navigate resistance to inclusive campaigns.
While this might feel a bit niche—given that not all readers of this newsletter work in advertising or marketing—I wanted to share what I think is a valuable resource.
Created by the UN-backed initiative Unstereotype Alliance, a coalition of advertising companies dedicated to combating stereotypes, the guide addresses a growing challenge: backlash against inclusive advertising.
As the industry has evolved to reflect and celebrate diversity, it’s faced pushback from certain “traditionalists” opposed to these changes. This guide equips marketers to navigate these tensions and offers insights relevant to those working in industries experiencing similar resistance to inclusive practices.
You can download the guide here.
📺 WATCH British-Ghanaian rapper Fuse ODG explain why he chose not to participate in the Band-Aid 2024 single in this insightful BBC Africa interview.
For those of us from the Band-Aid: Do They Know It’s Christmas? Generation, the original 1984 charity single—led by Sir Bob Geldof and created to raise funds for famine relief in Ethiopia—is a cultural touchstone. While it was commercially impactful, its depiction of Africa has long been criticised for perpetuating harmful stereotypes. Forty years later, these issues are impossible to ignore.
In this clip, Fuse ODG shares his reasons for declining to participate in the recent 2024 rerecording. Ed Sheeran has also spoken publicly about rethinking his participation in the 2014 remix and used the most recent relaunch to amplify Fuse ODG’s perspective. Much of the focus has remained on Sheeran's comments. I get that Sheeran is a massive global star, but it’s telling that, yet again, voices from the continent are continuously downplayed.
Fuse ODG’s voice deserves to be heard - you can watch the interview here.
Okay, friends, that’s it for now. If you’d like to follow me on @_languagematters that would be just lovely. If you have anything to say or ask, please don't hesitate to let me know in the comments below.
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Until next month, take care,
I opt for "Happy Holidays." From the middle of November to the end of January, people observe over a dozen different holidays and celebrations (religious or otherwise). "Happy Holidays" is inclusive of everyone, regardless of their beliefs or lack thereof.