Adapting Your DEI Efforts for the Fall Season
Results from a 2023 Pew Research survey show that approximately 56% of working Americans support diversity, equity and inclusion (DEI) initiatives in the work environment. DEI promotes problem solving through different perspectives, employee and consumer loyalty, and boosts overall profits. When DEI components are integrated into the work environment, it offers opportunities for co-workers to learn more about the various cultures and traditions that are integral parts of employees’ lives. When employees have a better understanding of each others’ values and cultural upbringing, it can mold the work environment into a more cohesive, team-centered union. With the fall season upon us, here are some ways to incorporate holidays and cultural events into your DEI initiatives.
DEI Holiday Planning
While there are 11 federal holidays that affect business operations, there are many other holidays that impact employees. States and the District of Columbia can recognize their own holidays in addition to the 11 federal holidays. For companies who have employees in different states, keep in mind to find ways to communicate and promote holidays recognized in areas where your company operates. Knowing what holidays and events are part of your employees’ way-of-life is the first step. Managers and Human Resources professionals should take note of new and existing employees’ preferences. Surveys can be a quick way to collect info.
Collect data securely in your company’s onboarding platform. Create a shared calendar with key holidays, events, and festivals. Post this information on the company’s intranet, social media channels and corporate site as a way to visibly show the company’s commitment to diversity and inclusion. In company newsletters, describe the seasonal event with a brief overview of the history of the holiday, its significance, where and how it is typically celebrated, and include ways for employees within the company to celebrate the event in the work and home environments. When co-workers have a better understanding of what is important to their colleagues and how certain beliefs and traditions impact their lives, cultural sensitivity and appreciation increases.
DEI Holiday Information
Religious celebrations are plentiful during the fall season through the remainder of the calendar year. Consider offering informative overview sessions of religions and cultural events that directly impact your company’s work population. Communicate information in a way that does not put an employee(s) or group in an uncomfortable spotlight or displayed as a token. Some employees are familiar with names of different religions but not necessarily the key details and characteristics. Break stereotypes and inform employees by sharing factual information about diverse cultures that complement the company. Be cognizant of employees’ cultural and religious obligations. During times of religious observances, check in with employees to see if there are any resources that can assist their work performance. Support employees who fast during religious holidays, such as Ramadan. Bringing food to meetings when employees are fasting can be insensitive. Schedule meetings that do not overlap with formal prayer times.
Inclusion in the Workplace
If your company hosts pitch-in lunches, set them with an international flair. Ask employees who want to participate to consider making one of their culture’s dishes for the event and have them list the ingredients of the dish for those with dietary restrictions. Employees can try new foods and learn about their teammates’ heritages at the same time. If pitch-ins are not your company’s choice, consider catering a meal from a local restaurant specializing in that culture’s food. When doing pitch-ins and catered meals at work, ensure the menu has ample meatless, kosher and halal options. Some employees are vegan or vegetarian by choice while others are for religious reasons. When employees need food with or without certain ingredients or prepared according to specific guidelines, this should not be perceived or communicated as an inconvenience.
Benefits of Workday Events
Having events during the workday provides employees the convenience to socialize while being more inclusive. Childcare expenses are costly so having work celebrations during the day saves employees money by not having to find childcare for post-work events. Candidly, some employees do not want to meet outside working hours for events. If your company hosts events after-hours, keep in mind the logistics of the venue. Select a venue that is accessible for those with physical limitations or breastfeeding needs. Make sure the venue is reachable by public transportation or by bike for employees who do not have cars. Skip including alcohol or cash bars at work events to mitigate potential behavioral issues while supporting those who do not drink by choice or are in recovery.
DEI is Personal
What is important, culturally and religiously to one employee, will vary. While companies adhere to federal holidays, Human Resources and leadership should be aware of other holidays and events that impact employees. Offer flexible time off options for employees to celebrate days that are important to them. Some companies offer flexible public holidays where employees who do not celebrate certain events work on those days and take time off for those events that they do celebrate. This concept supports diverse beliefs while maintaining coverage at work while those who do celebrate certain events can partake. When decorating the work environment, keep inclusivity in the forefront and include symbols and decorations that represent your team’s cultures. When decorating with holiday symbols, include information about the event(s) represented.
Because everyone celebrates different holidays in different ways, employees and leadership should be cognizant of what questions and comments they make in the work environment. Not everyone can afford a plethora of gifts for family members and friends nor do they want to give exorbitant gifts even if they can afford them. Asking teammates if they have started or finished holiday shopping can add pressure to employees who might be struggling financially.
Holiday Blues
One additional aspect to keep in mind is that the holiday season does not bring joy to everyone. Employees can struggle with loss, sadness and trauma during these times. Reiterate your company’s commitment to mental health. Remind employees that help is accessible through the company’s Employee Assistance Program (EAP) and other professional resources. Share 988, the suicide prevention phone number, with employees and encourage them to call if they or someone they know is considering suicide. Have a list of crisis hotlines and websites accessible to employees. As with physical health, mental health is equally essential. Openly communicate the importance of both and reduce any stigmas related to mental health.
Other Items to Consider
Leadership must remember one aspect of event planning. Making events mandatory can take the fun out of them. Encourage employees to participate, but do not require them to do so. Eliminate any potential retaliation scenarios if employees choose not to participate. Employees and leadership should be cognizant that not everyone will celebrate the same way as they do. Diversity drives productivity; McKinsey found companies with ethnic diversity outperform less diverse companies by 36%. With open communication and positive attitudes to learn more about the cultures of those by one’s side, enlightenment, understanding and acceptance will increase along with employee satisfaction. When a company shows a bonafide commitment to what is important to their employees, the rewards are plentiful.
