Hosting Inclusive End-of-Year Celebrations

The end of the year is a perfect time to celebrate your team — but it’s also a delicate balance. Not everyone celebrates the same holidays, and not everyone feels comfortable when festivities are centered on one tradition. The holidays can also be harder on some people based on their life situation or family history.

At JoyBuilt, inclusion is about thoughtfulness, not tokenism or flashy marketing moments.

Here is our ONE rule of thumb when creating diverse, inclusive, and welcoming holiday employee events...

Be Considerate.

It might seem obvious, but when it comes to holiday celebrations, there is truly no one-size-fits-all approach. The most meaningful thing you can do is show employees that they’ve been considered — as whole people, with diverse needs, backgrounds, and lived experiences.

Here are several areas where thoughtful consideration can make all the difference:

Food

Offering a variety of food options ensures everyone feels welcome at the table. Dietary needs can be cultural, religious, ethical, or health-related.

Consider planning for:

• Celiac / gluten-free
• Dairy-free or lactose intolerance
• Vegetarian / vegan
• Halal
• Kosher
• Non-alcoholic drink options (for personal, cultural, or health reasons)
• Low-sugar or diabetic-friendly options
• Allergy-aware choices (nuts, shellfish, etc.)

Create pathways for personalization:

• Build-your-own bowls, bars, or stations
• Clearly labeled ingredients
• Ask employees about restrictions in advance through a simple, optional form

Scheduling

Timing is a subtle but significant part of inclusion. A little calendar awareness goes a very long way.

Be mindful of:

• Employees who may be fasting as part of religious or cultural practices
• Avoiding major holidays for specific groups when scheduling events
• Holding celebrations during working hours when possible, so employees with caregiving responsibilities can participate (and helping enable and empower employees to participate by prioritizing the most important work)
• Offering shorter or drop-in windows to create flexibility

Gifts

Gifting is often where companies unintentionally exclude or misstep — but it doesn’t have to be complicated.

Considerations include:

• Sizing: If you’re giving apparel or branded items, offer a full size range and an opt-out alternative. (This avoids discomfort, body-based assumptions, or mis-sizing.)
• Gender-neutral options: Avoid gifts tied to gender norms (e.g., pink/pampering for women, tech gadgets for men).
• Wellness-friendly choices: Not everyone drinks alcohol, eats candy, or wants a candle. Offer a mix or allow employees to choose their gift from a small selection.
• Accessibility: Ensure physical items can be used by employees with disabilities  (unless there are alternatives).

If budget allows, experiential or practical gifts — extra PTO hours, charitable giving credits, or high-quality consumables — tend to be the most universally appreciated. Here are some simple gift ideas:

• Gift employees a 2-hour “Cruise” (employees can leave two hours early) to let people spend extra time with their family or friends (or do last minute holiday shopping!)
• Gift a small holiday bonus like a gift card or points to be redeemed in an awards platform. This helps take some of the burden off the holiday shopping and grocery squeeze (especially in this economy!).
• Create floating holidays, if possible so employees can choose which holiday is most important to them or work around their families schedules. (this can be really important for those in specific types of professions or who have spouses in certain professions like the medical field.)

Activities & Experiences (& Location!)

Employees engage differently based on personality, cultural background, and ability.

Be inclusive by offering:

• Both quiet and high-energy options
• Activities that don’t require alcohol
• Alternative seating, mobility-friendly spaces, wide aisle paths, and proximity to restrooms
• Noise-reduced areas for neurodivergent or sensory-sensitive employees
• Opportunities to opt in without pressure (no mandatory skits, public “fun,” or required participation, especially when it comes to things like “white elephant” gifting that requires $ to participate)

The goal is for everyone to feel they can participate—not that they must.

Communication

Clear, inclusive communication sets expectations and reduces anxiety. Shift your messaging to be less around religion-centric holidays and rather focus on overall themes like gratitude light, joy, renewal, and giving — these themes appear across many traditions. They’re a perfect foundation for an inclusive event.

Consider:

• Sharing the schedule, menu, and gift overview ahead of time
• Being explicit about optional elements
• Avoiding language that assumes everyone celebrates the same holidays (“Merry Everything” instead of “Secret Santa Kickoff”)
• Using imagery and messaging that honors diversity without tokenizing
• Paying attention to mental health. Holidays can be lonely, confusing, or just downright sad. If you notice someone is feeling down, you can offer to include them, but also honor if they say no.
• Sticking to more generic holiday décor when decorating while allowing employees to personalize their desk areas to how they celebrate.

Inclusion isn’t about denying our differences or restricting people from celebrating what they love, it’s about creating a space where everyone feels welcome to do so.

Thoughtful communication shows respect before the event even begins.

Consideration isn’t about getting everything perfect. It’s about showing employees that you see them and you care enough to plan with them in mind. When inclusion drives your event design, joy naturally follows.