One of the new considerations about having a diverse workplace is that people still want to celebrate, but they have many different and diverse ways to do that now. The challenge for employers and organizations is to help everybody celebrate while recognizing difference and not offending any individual or group’s religious or cultural beliefs. That makes December a particularly interesting month since various traditions celebrate a wide and diverse set of holidays.

At that time of year, our commercialized Christmas traditions are omnipresent and hard to ignore, even at work. But if you ask the people in your organization you may find that some of them also celebrate additional holidays such as Eid al-Fitr, Ramadan's festival of gift-giving (Muslims), Hanukkah (Jewish), Kwanzaa (African-Americans) and Pancha Ganapati (Hindu) if they fall within December of any particular year.

The good news is that in Canada, we and they, are free to celebrate any religious or cultural holiday in any manner people choose. There are no laws that prohibit such individual or corporate activities. But companies and organizations also have to be careful to not offend anyone because of their individual beliefs. That makes Christmas or holiday celebrations a little bit tricky in a multi-cultural workplace, but with careful planning and some thought for everyone, it can still be a celebratory and fun occasion.

Here are a few suggestions about how to accomplish that in your workplace.

Be respectful
It might be a good idea to do a short survey among your group staff before planning a major holiday event. This would be a way to gauge employee’s preferences for how and where they would like to celebrate with their co-workers. Then you can show respect for their wishes and feelings by incorporating these ideas into your activities. For example, some people and cultures have a strong view about alcohol or meat, and it might be perceived as disrespectful if either were the main focus of your event. It’s easy to resolve those concerns by limiting the amount of alcohol available, and by offering a variety of food choices, including vegetarian and vegan.

It’s important to remember that staff who might have a problem with meat are not saying you shouldn’t serve meat. They’re usually fine as long as they don’t have to eat it as well. Another option for smaller work groups with a diverse group of employees might be to suggest that everyone bring a sample of food or snacks from their own culture or traditions. That way you can add to the multicultural flavor of both the event and the workplace.

Avoid religious symbols
It might be hard to avoid tinsel or dancing Santa’s completely, although most people would say that those are offensive to all cultures. But you can limit the exposure of religious symbols of all types in workplace celebrations. And you also need to be fair and consistent. If you allow one employee to hang Christmas lights around their cubicle, then the staff member celebrating Diwali should be afforded the same opportunity. When it comes to decorating the room for the holiday event, it shouldn’t be completely Christmas focused. Some experts suggest trying for a more subtle approach with balloons, candles and snowflakes.

They also suggest not trying the all-inclusive model of having a Christmas tree and a menorah and symbols from a variety of cultures and religious traditions. That doesn’t please anyone. It just confuses everybody.

Make celebrations voluntary
For many years some employees have allowed any and all employees to opt out of festive or holiday celebrations. They have turned the annual event over to an employee committee with a supply of money and directions to try and be respectful. That respect includes not forcing any employee to participate. If they choose not to, they can receive a voucher for an equivalent amount of money to use as they see fit. Some people don’t want to participate because they don’t celebrate anything, including and especially our commercial Christmas.

Others may have a religious or moral restriction on their participation in events where alcohol are served. Still others are just not comfortable around booze or people drinking. It’s always okay to say no. Even to the holiday celebration.

Cancel the party
Another legitimate option is simply to cancel formal holiday celebrations. Some companies just don’t want the possible legal and financial liabilities that may come from sponsoring an event where alcohol is consumed. Others find it too difficult to find the right balance between all of the cultures represented in their workplace without offending someone. It may not be their intention, but when it comes to diverse workplaces that can happen. So they have canceled the big holiday party in December and instead sponsor a family picnic as soon as the weather gets nice.

Some don’t even bother trying to hold a celebratory event at all. They put their money instead directly into their employees pocket through an end of the calendar year bonus. Nobody seems to be offended by that.