Second in a Three-Part Series: Tips for a Holiday Party That Respects Varying Beliefs

10/05/11

Last month, we kicked off a three-part series on holiday party planning. We already shared some cost-cutting ideas for holding a festive gathering on a budget. But limited funds might not be your only challenge with end-of-year celebrations.

There’s also the issue of how to celebrate the holiday season in a religiously diverse work environment. Certainly, you want everyone to feel included and appreciated, regardless of their religious or cultural observations. Here are some guidelines for a party that is professional, respectful and keeps the peace:

Be realistic. Trying to plan a holiday party that recognizes every culture and religion is an invitation to failure. The more you try to please every employee, the greater the risk of leaving someone out. Strive for neutrality instead.

Strike a balance. Although you don’t want to exclusively promote Christmas, Hanukkah or any other religion for your holiday event, you don’t need to pretend that various religions do not exist, either. Keep religious symbols and themes out of the party decor but allow employees to decorate their workspace as they wish during the holiday season. (Simply and tastefully, of course. You may have to recommend some guidelines).

Make it a year-end celebration. Focus the event on the company’s accomplishments in the past year. Rather than worry about the right and wrong decorations, festoon your party space in bright, jewel colors, flowers, balloons and candles. Play upbeat, celebratory music -- like jazz and big band tunes, which are safe -- and dole out plenty of awards for the big (and little) wins in 2011.

Keep it dry. Alcohol can make some Christians and non-Christians uncomfortable. Not only that, it’s expensive and one of the biggest contributors to questionable behavior. Why not nix the liquor altogether and offer a sparkling, non-alcoholic punch instead?

Offer an out. It’s always a good idea to let employees decline a company holiday event without any repercussions. Of course, you’d like everyone to participate and enjoy themselves, but you shouldn’t make an event mandatory. It’s a couple of hours out of the year – if an employee would rather sit this one out, let him.

Next month … Dos and don’ts for avoiding the holiday party gone bad.