Holiday Sensitivity at Work: Inclusive Doesn’t Mean “Anti-Christmas”

Let’s talk about the tinsel in the room.

It’s the holidays. And not everyone celebrates the same way.

Now, before you start thinking this is one of those posts telling you to cancel Christmas—stop right there.

This is not about watering down your traditions.
It’s about widening the circle so everyone feels seen, safe, and celebrated.

Because whether you celebrate Christmas, Hanukkah, Kwanzaa, Winter Solstice, Diwali, or none of the above—you deserve to feel like you belong in your workplace this time of year.

For Employers: Inclusivity Isn’t “Optional.” It’s Culture.

When you lead people, you lead whole humans—not just employees. That means different beliefs, traditions, and lived experiences are already in your workplace, whether you talk about them or not.

So if your office turns into Santa’s Workshop from November to January but never acknowledges anything else? You’re sending a message (even if you don’t mean to):

 “This is the default. Everything else is ‘other.’”

That message? It leads to quiet discomfort, eye rolls at “mandatory fun,” and folks feeling like they have to hide their beliefs to stay professional.

How to Celebrate Everyone Without Canceling Anyone:

• Swap the “Christmas party” for a “Holiday Celebration” or “Winter Gathering”

• Include multicultural décor and music in shared spaces

• Invite your team to share their own traditions (and be okay if some choose not to)

• Avoid requiring attendance at events with religious overtones

• Use inclusive language: “Happy Holidays” covers more ground than “Merry Christmas” in a work setting

• Acknowledge holidays in internal comms (Slack, email, bulletin boards, etc.) beyond just the “big” ones

Leadership tip: When in doubt, ASK your team what’s meaningful to them. People-first cultures are built on listening, not assumptions.

For Employees: You Can Honor Your Beliefs and Respect Others

You don’t have to hide your tree, your menorah, or your values to be inclusive.
But we do need to make room for others to show up with theirs.

Here’s how to show up with both conviction and compassion:

• Share your traditions without assuming they’re universal

• Be curious, not performative. Ask questions, not check boxes

• Don’t make jokes about “being politically correct.” Inclusion is not a punchline

• Understand that some people grieve during the holidays. Be kind with your expectations

• If someone opts out of a celebration, it’s not personal. It’s personal boundaries.

It’s not about erasing joy. It’s about expanding it.

And Let’s Talk About the Party…

You know I couldn’t write about holiday culture without mentioning the actual holiday party.

Look, there’s nothing wrong with celebrating your team. In fact, it’s a beautiful thing when it’s done well. But how your company throws a holiday party? It says a lot about what you value…

And what you tolerate.

If your party is just:

• An open bar and a DJ

• No clear boundaries or expectations

• A chance for people to overshare or get sloppy with their coworkers

Then it’s not a celebration. It’s a liability.

 Ask yourself:

• Does everyone feel welcome at this event, or just the extroverts?

• Is alcohol the only social option?

• Will people be gossiping about what happened on Monday morning?

What happens at the holiday party doesn’t stay at the holiday party. It lives in your company’s culture long after the decorations come down.

Want to create a better experience?

• Make it optional, not performative

• Provide alcohol and non-alcoholic options (and snacks, please!)

• Set expectations in advance around conduct and inclusion

• Create quieter spaces for connection. not just dance floor chaos.

• Offer different types of celebrations: gift drives, volunteer days, catered lunches, virtual parties for remote teams

A thoughtful party can make people feel appreciated.
A reckless one can make people feel unsafe.

Real Inclusion Looks Like This:

A workplace where…

✅ No one has to “code switch” their holiday experience
✅ Everyone can bring their full selves, or none at all, to the table
✅ Celebrations feel like connection, not obligation
✅ You can say “Merry Christmas” and respect someone who says “Happy Hanukkah” or doesn’t celebrate anything

You don’t have to choose between authenticity and inclusion. You just have to lead with respect.

And if you’re not sure how to do that? That’s okay. That’s why we’re here.

👋 Need help creating an inclusive holiday culture?

We offer coaching, team trainings, and HR strategy that bridges values with people-first practices.

[Let’s talk before the party planning begins.]