Five tips for managing cultural equity and inclusion this festive season

The festive season is almost here in some parts of the world and at work. For some, this means it is time to celebrate, have fun and be silly. For others there is a religious significance.

For people in other parts of the world this time of year can matter, but not as much as other events such as the Chinese New Year or Nowruz (celebration of the Iranian New Year).

For there to be true cultural equity and inclusion at work, we need to respect and understand the many diversities and intersectionalities – as well as the unique ways in which someone expresses their difference – and then work out how to facilitate this respectfully beyond just organizing the usual Christmas lunch with presents from Santa Claus.

What is your current approach to cultural equity?

The world of diversity, equity and inclusion (D,E&I) has changed significantly since the existence of the #MeToo and #BlackLivesMatter movements. People who were subjected to discriminatory actions now feel they can speak up. And they do sometimes. Unfortunately, others still stay silent.

Those who ignore these movements sometimes carry on because they don’t believe they have to change. Some do change and learn. It is important for us to stop and think about what our views, biases, and perspectives are on the festive season and how they may influence any decisions we may make. Equity is a continuous path with many stops along the way for us all.

Often those responsible for D,E&I (and therefore cultural equity and inclusion) have a certain amount of power, privilege and position to enact whatever strategy is in place.

Pause and consider how you use these qualities and how open-minded you are to difference, as this will influence how you lead through the festive season. What are your own family traditions and how could these affect you? How do you feel about the season?

Think about how you will keep open-minded throughout this. And listen wisely to what staff say and suggest.

Your organizational approach to welcoming

Not every organization will have a fully fledged D,E&I strategy that is implemented. Even if one exists and there have been many efforts to change behavior and culture, it is worth learning about how effective these efforts have been.

Think about whether diverse staff feel comfortable and safe. Ask if those in the majority group are comfortable with inclusion or if they are still adjusting.

If staff are still on the journey to inclusion, with some being supportive and others not, then this will affect your festivities. Some may say, ‘this is my country, this is a respected tradition, and so we should do a gigantic party with Secret Santa.’ Others could say: Let’s learn.’ Consider what you will do to mediate.

As a leader, the best thing to do is to involve diverse staff and ask what they would like. Some may go along with the majority for the sake of peace.

If there is sufficient trust, then people may choose and design something that is unique and will work for all. For example, a bring-and-share lunch.

If there is little trust, then it may be worth considering something smaller, such as simply thanking everyone for the hard work during the year and giving people an afternoon off.

Embracing our different backgrounds

Many people talk openly about their diversity, but some may not be so willing to share, especially if they have had to hide in the past.

For instance, some neurodiverse people may need a quiet space in whatever is created. They may prefer peace and quiet with managed stimulation. If it is too much, then they could have the option of not attending. Make sure any venues are accessible for all.

Others may find this time of year very difficult, as it may bring back sad memories. If you know someone with a history of mental health issues, then it is worth asking them (privately) what they think of the festive season and if they need any special requirements if they were to attend an event.

Individuals who are recovering from addiction also often find this time of year difficult. Ask them if it would help to have an event where alcohol is not served for the first half so that they can take part.

Some people may have financial difficulties and so they may not want to take part in gift giving or sharing food. Consider how they can be included. Perhaps have a coffee gathering instead of a full meal.

Overall, it is worth asking everyone what they want in terms of festivities. Otherwise, there is a risk that what is designed is what suits leadership and you and not the staff. Everyone is very individual in how they are living and working with their intersectionality.

What does festive mean to you?

It means a celebration of something significant. And, in the western world, this means Christmas. The intention of this time of year is to allow people to celebrate, have fun and relax. Staff and leaders can often see another side of each other, and this brings an extra dimension to work relationships.

For true cultural equity and inclusion, it is worth thinking about how you can continue this intention for other significant events meaningfully. Perhaps ask if you can celebrate traditions from other cultures.

Flexibility in celebration

Please don’t expect joviality. Remember we are still recovering from the pandemic. And accept, within reason, the option that people have selected. Provide freedom of choice when possible. What about time off instead of a big celebration?

Like the journey towards cultural equity and inclusion, celebrating (or not) the festive season is an exploration as we all learn to adapt and include our differences. In a way that honors us all and our traditions.

If you enjoyed this, you can find the latest opinion pieces from UNLEASH here, including our round-ups of 2022.