Tips for Creating Inclusive Holiday Celebrations

It has officially been 1 year since I chose to stop drinking 🎉 I share this because this is the time of year where we tend to host family gatherings and end of year work parties (and this is in addition to the weekly happy hours after work throughout the year) and suddenly, we neglect to prioritize inclusion 👎 You might not think this is a big deal, but it might be a reason some people aren't attending team gatherings after work or feel comfortable engaging in year-end events. And what we know is that by opting out of these gatherings, employees can risk falling behind in their careers in workplaces that play the unfortunate and inequitable game of "It's who you know" when it comes to advancement opportunities (and this impacts parents, caregivers and non-drinkers alike). Some tips this year for you to keep in mind for your organization: 💡 If you're going to advertise alcohol when marketing your events, be sure to include language that is inclusive to non-drinkers as well to ensure they, too, feel included. 💡 If you provide cocktails and other alcoholic beverages at your events, consider creating a few mocktails as well that are front and center because I, for one, don't love merely opting for soda or juice in a social gathering. 💡 Rather than asking why someone isn't drinking, just don't. 💡 Consider unconventional means of gathering your teams together that don't center around drinking – you may just find this actually supports the building of relationships more effectively for all employees. 💡 For any employee year-end gifts, ensure that there a range of options that also appeal to non-drinkers. 💡 Bonus tip for parents and caregivers: Consider what time of day your year-end events are held. Can they be done during work hours to enable more employees to attend? There are a million reasons why someone chooses not to drink. And it's really none of our business unless someone openly wishes to share. But it IS our business to ensure we are doing all that we can to ensure our employees feel included. #holidays #yearendparty #holidayparties #inclusion

If your event design doesn’t consider food inclusivity, then it’s not inclusive—period. This week, I’ve been thinking a lot about Dominique Brown, the Disney influencer who tragically passed away after a severe food allergy reaction. It’s heartbreaking and it’s also a wake-up call. As event professionals and marketers, we love to talk about creating "inclusive experiences," but are we really including everyone if the menu puts lives at risk? Food inclusivity is a very real thing and it goes beyond just asking, “Who’s vegan?” or “Who needs a gluten-free plate?” It’s about anticipating needs, creating a safe environment, and being intentional in every aspect of the experience. It’s OK to ask, but it’s better to DEMAND. When working with venues, caterers, and vendors, don’t just ask about “dietary restrictions.” Get specific. Ask about allergens, food safety protocols, and how food is labeled. #PUTITINYOURCONTRACT There are experts in this space. People like Tracy Stuckrath have dedicated their careers to making food inclusivity a standard and not an afterthought. She’s taught me that inclusive dining isn’t just about "options" it’s about access, safety, and dignity. It’s beyond food, t’s the full experience. Food plays a role in everything from networking lunches to those "lets debrief over SEVERAL drinks and food" dinners LOL. If people feel excluded at the table (literally), it impacts how they feel about the entire event. As you’re planning activations, events, and programs for 2025, be empowered in your questions and decisions. Food inclusivity isn’t just another checkbox, it’s a fundamental part of how people feel seen, safe, and valued in your space. Don’t just ask for it. Demand it. https://lnkd.in/ek-Cx7Bi #InclusiveEvents #FoodInclusivity #EventDesign #MarketingStrategy #EventPlanning #InclusiveDesign #EventProfs #MeetingProfs #Disney

Want to know one simple way to create a more inclusive culture? Look at your invites for company events. When you say people can bring a +1, is there an expectation that they will bring their spouse? Even if you don’t intend to, this can make your LGBT+ or single employees feel excluded. What if you encouraged folks to bring a guest, regardless of the nature of the relationship? It could be their romantic partner, but it could also be their best friend, their roommate, or their favorite cousin who’s always the life of the party. I’m a firm believer that every event needs more fun cousins! In your invites, call out specifically that people can bring whoever they want. Name some examples: “Bring a guest! Invite your friend, neighbor, or partner to join us. We can’t wait to meet them!” You’d be surprised by how this can make your employees feel included and safe.