How to Create More Inclusive Christmas Parties at Work
Creating an inclusive Christmas party is essential for fostering a respectful and welcoming environment for everyone, regardless of their religious beliefs or personal preferences.
We are often asked by clients how they can celebrate inclusively, recognise different faiths, and involve staff who may not wish to drink or stay out late.
Here are some top tips to get you ahead of the curve this festive season.
While Christmas is traditionally a Christian festival, it is important to remember that not all staff may celebrate it. Employers may wish to be sensitive to this by explicitly framing the event as an end-of-year or festive celebration, rather than simply a ‘Christmas party’. This helps set the tone that everyone is welcome and valued, no matter their background. You may also want to include the phrase ‘festive season’ instead of ‘Christmas’ in work communications and emails to exterior parties such as clients and affiliates. This promotes a more inclusive approach universally.
Create an Events Calendar
We would strongly advise you to consider creating an events calendar that acknowledges a variety of religious holidays throughout the year, such as Eid, Hanukkah, Diwali, and others. Allow staff to request time off for important religious festivals, ideally without making them use their annual leave allocation. For example, Christmas business closures can be made optional, enabling team members to swap the holiday for a festival that is personally significant.
In addition, you can demonstrate real commitment to inclusivity by introducing flexible policies, such as flexible work hours during key religious festivals, or enabling staff to work from home when possible. For example, allowing employees who are fasting during certain religious periods to start and finish earlier enables them to leave work before fatigue sets in and gives them the time they need to prepare for breaking their fast. Consulting the team in advance about possible calendar conflicts for parties and key meetings is another simple yet effective way to avoid clashing with religious or personal obligations.
Expand your concept of inclusivity
We would also urge employers to expand their inclusivity beyond religion. For some, alcohol consumption is not compatible with either religious beliefs or personal values. Others, such as parents or those with caring responsibilities, may not be able to participate in evening or alcohol-focused festivities. To address this, think about organising events that are not centred on drinking, and consider scheduling celebrations during the day.
Engaging alternatives that have worked for our clients are events such as afternoon teas or festive lunches rather than evening parties. Interactive activities like escape rooms, bowling, or paint classes are also well-received, as are volunteering events, which can be a meaningful team-building experience.
During work events, always offer a broad range of food and drink, including non-alcoholic beverages and options to meet all dietary requirements, ensuring no one feels excluded at the table.
Build inclusivity into your EDI strategy
We would also recommend that you build any inclusivity measures into a proper Equity, Diversity and Inclusion strategy to avoid superficial gestures of inclusion. Celebrating your employees' differences should be rooted in genuine respect, not just visible diversity. Back up inclusive measures with robust policies and procedures, consult staff about their needs, and actively welcome feedback. This helps ensure festivities truly represent the team’s diversity and that all employees feel valued for who they are.
By taking these steps, organisations can host celebrations that unite rather than divide, ensuring everyone feels part of the occasion, whether at Christmas time or during other significant events throughout the year.