It’s easy to mark dates like Eid, Diwali, Passover or Pride Month on your company calendar. It’s harder – but far more meaningful – to embed those moments into your workplace culture in a way that feels genuine and respectful.
So, what does “real inclusion” around cultural and religious holidays actually look like? Let’s unpack it. It’s not just about food and flags.
The go-to strategy for many organisations is celebration through surface-level gestures: themed canapés, a slideshow of “fun facts,” maybe a group email wishing everyone well. While well-intentioned, these gestures often fall short of creating true belonging.
Instead of defaulting to the predictable, ask: Are we giving the moment space to connect to wider conversations about equity and representation? Have we invited people from that culture or community to lead the conversation? Are we offering flexibility around time off, religious practices or fasting?
Three ways to move from awareness to action
- Listen before you spotlight
Don’t assume. Involve colleagues from the relevant community in planning any recognition—if they want to be involved. Also, ask what they don’t want. Some people prefer their faith or heritage not be spotlighted at work, and that’s OK. - Make policies match your values
If your company celebrates Diwali with decorations but doesn’t offer flexible leave for colleagues who observe it, that’s a disconnect. Inclusion means aligning internal policies with external messaging. - Use your platform wisely
When you post about a cultural holiday, what’s the message? Is it educational, inclusive, and rooted in your organisation’s values – or is it filler content? Share stories, spotlight employee voices, or support relevant community organisations. Make it matter.
Why it matters
People want to feel seen. When you ignore cultural or religious moments, it sends a message. When you acknowledge them meaningfully, it creates connection, boosts engagement, and deepens trust. It also challenges the assumption that one culture sets the tone for “professionalism.”
A calendar of inclusion is a great tool – but it’s not the whole story. If you want to celebrate diverse holidays well, don’t just ask “what shall we do?” Ask “who is this for – and what would make them feel respected, safe, and valued?”
That’s real inclusion.
