Festive Season, Thoughtful Inclusion: Celebrating Without Assumptions
The staff party invite goes out. Decorations go up. Holiday playlists kick in. Year-end gratitude emails fill inboxes.
It’s festive, it’s cheerful, and it’s often unintentionally exclusive.
Because behind the matching sweaters and Secret Santa smiles, someone on your team is silently navigating:
A divorce that split holiday traditions in two
An empty seat at the dinner table this year
The weight of financial stress, abuse recovery, or a strained family dynamic
The grief of what used to be this season
These stories rarely make it into holiday planning meetings. But they’re present. Deeply.
And if we’re not thoughtful, seasonal joy becomes seasonal strain, for exactly the people who may need support the most.
The Hidden Stress of the Season
December’s full of assumptions:
That everyone has family to visit
That time off is restorative, not triggering
That “fun” is one-size-fits-all
That participation equals belonging
But for employees navigating life changes (divorce, abuse, caregiving, grief, financial hardship), this season is anything but simple.
And when corporate culture defaults to tradition without reflection, it risks amplifying discomfort and alienation, even unintentionally.
What Holiday Culture Often Assumes (and Why That’s a Problem)
Most holiday traditions in the workplace come from a good place, connection, gratitude, celebration. But they often come with assumptions:
That everyone wants to socialize after hours
That gift exchanges are financially comfortable
That “family-friendly” events feel safe and joyful for everyone
That time off is full of cheer, not emotional strain
And most of all, that it’s inappropriate, uncomfortable, or “not our job” to acknowledge that holidays are not always happy for everyone.
These assumptions can make people feel like outsiders during a season meant to foster unity.
Real Stories, Real Strain
A few examples your colleagues may be silently carrying:
A recently divorced parent navigating their first shared custody holiday
A survivor of abuse triggered by holiday gatherings or alcohol-fueled events
An employee who can’t afford gifts, travel, or time off
Someone estranged from their family who dreads the “So, what are your plans?” small talk
A team member grieving a loved one whose absence is felt most this time of year
None of these are rare. They’re just rarely talked about.
That’s why inclusive leadership during the holidays matters, not just for optics, but for retention, morale, and trust.
From Mandatory Merriment to Meaningful Invitation
So, how do you celebrate with care?
Start here:
Make participation optional, not performative. Let people opt out without explanation or social penalty.
Offer alternatives. Not everyone wants to do Secret Santa. Consider shared charitable giving or team-building activities that don't require spending.
Acknowledge the range. In your messaging, include a note like: “We know this season brings different feelings and experiences, joy, stress, grief, gratitude. All are valid here.”
Model vulnerability. Leaders who share honestly (“The holidays are complicated for me too…”) give permission for others to be real.
How to Communicate With Compassion This Season
Words matter, especially at the year’s end.
Your internal emails, event invites, and team messages set the tone. Here’s how to make sure they support, not isolate:
Use inclusive language: “We know the holidays mean different things to each of us.”
Normalize mixed emotions: “It’s okay if this season feels heavy, your well-being matters.”
Highlight support options: Link to mental health services, internal resources, and external partners like LifeChangesMag.com or Sagesse’s REAL Talk.
Avoid assumptions: Instead of “Enjoy the holidays with your family,” try “Wishing you rest, peace, and whatever you need most this season.”
Leadership Moves That Matter
Inclusive holiday culture doesn’t require a massive overhaul. It requires thoughtfulness.
Here’s your Human-First Holiday Leadership Checklist:
✅ Rethink mandatory events: opt-in vs obligation
✅ Offer flexible participation (virtual, asynchronous, non-monetary)
✅ Acknowledge that not everyone is “celebrating”
✅ Provide trauma-informed resources and referrals
✅ Consider timing. Avoid stacking year-end pressure on already full plates
✅ Make space for real conversations without forcing disclosure
✅ Celebrate wins and resilience, not just performance
Closing Thought
People remember how they feel at work, especially during sensitive seasons.
They remember whether leadership created room for their reality. Whether they had to fake it. Or whether they felt seen.
Inclusion isn’t just for strategy decks. It’s in how we plan parties, write memos, and lead when the lights are strung and the pressure is high.
This holiday season, let’s build cultures that celebrate with care.
Call to Action
Want to create more inclusive, compassionate culture?
🔸 Share this article with your HR or People Ops team
🔸 Visit LifeChangesMag.com for workplace tools and resources
🔸 Tell us in the comments: What’s one way your organization supports employees during the holidays?
The season doesn’t have to be perfect. It just has to be real.
This article was written by Deena Kordt and featured in her ‘Human First’ LinkedIn Newsletter.
📖 You can subscribe here.
Meet the Author - Deena Kordt
Deena Kordt, publisher of Life Changes & Divorce Magazine Canada, host of the Life Changes Channel podcast, is also an author & speaker from Southern Saskatchewan with a passion for inspiring personal growth and community support. Growing up on a farm and ranch, she developed strong small-town values and a deep sense of community. Deena has had a diverse career, including roles as a nurse, librarian, and reiki master, but her most cherished role is as a mother.
Deena's books, podcast, magazines, blog and presentations aim to help individuals reconnect with their inner strength and joy, encouraging them to embrace life with courage and resilience. She has overcome significant personal challenges, including the loss of two brothers and living in an abusive situation, which has fueled her mission to support others on their healing journeys.
Known for her adventurous spirit and rock 'n roll heart, Deena believes in the power of a supportive community of women. She invites you to join her in exploring life with curiosity and courage.
Awards and Recognition:
2023 Womanition Trail Blazer Award Nominee
2024 Soroptimist International Ruby Award Winner
2025 IOFP Top Women’s Leadership Coach & Publisher of the Year
Deena has been featured on several podcasts and magazines, co-hosts the “Shift Happens Show” and is working on her memoir.
Note: The author, compiler and publisher do not assume and hereby disclaim any liability to any party due to these words coming from the author’s own opinion based on their experiences. This account is based on the author’s own personal experience. We assume no responsibility for errors or omissions in these articles.
