What if the real magic of the holiday season isn’t in what we celebrate— but in how we honor what others celebrate? Whether you observe Christmas, Hanukkah, Ramadan, Diwali, Kwanzaa, Yule, or none of the above, one truth remains universal: people flourish when their beliefs are respected.
In today’s workplace, the holidays bring more than gifts and gatherings. They bring questions—sometimes conflict—around religious expression, cultural practices, and time-off needs. But they also offer a unique opportunity: a season-wide invitation to practice inclusion in its most human form.
This article provides real-world guidance on how individuals, teams, and leaders can make the holidays work for everyone. You’ll find:
- Tips on what to do and what to avoid
- Insights from How to Be a Perfect Stranger (6th edition), the classic interfaith etiquette guide
- Suggestions for being a respectful guest in unfamiliar religious spaces
- Workplace-ready videos, articles, and resources for DEI and HR teams
- Practical leader guidance to prevent conflict and promote belonging
Let’s make this season truly inclusive.
1. Why Holiday Inclusion Matters More Than Ever
People often assume “the holidays” means Christmas—but in an increasingly diverse workforce, December and January encompass a wide landscape of holy days, cultural celebrations, and personal traditions. When workplaces are not mindful of this, three things typically happen:
- Scheduling conflicts (e.g., peak workload days falling on someone’s holy day)
- Cultural missteps (e.g., “Secret Santa is mandatory,” or “We’re all Christian here”)
- Unintentional exclusion (e.g., prayer needs, fasting, dietary restrictions ignored)
Inclusive holiday practices prevent morale breakdowns, reduce EEO complaints, and promote psychological safety. Most importantly, they demonstrate respect.
2. Tips for Making Religious & Cultural Differences WORK During the Holidays
- DO: Ask, don’t assume. Instead of “Do you celebrate Christmas?” try: “What holidays or traditions are meaningful for you this season?”
A small wording shift creates room for everyone.
- DO: Plan schedules using a multi-faith calendar.
Use a tool like the Anti-Defamation League, Interfaith Calendar, or Diversity Resources Calendar to avoid major conflicts.
- DO: Communicate schedule expectations early.
If December is a high-demand month, say why. If team members will need coverage, plan it transparently.
- DO: Include multiple traditions in celebrations.
Rotating displays, learning moments, or cultural spotlights promote awareness without tokenizing.
- DO: Accommodate religious practices whenever possible.
Flexible scheduling, break adjustments, and floating holidays go a long way.
3. What NOT to Do During the Holidays
- Don’t assume nonparticipation is a rejection of team bonding.
People may skip events for religious, personal, or cultural reasons.
- Don’t require holiday party participation.
A “mandatory celebration” is rarely inclusive.
- Don’t define “holiday spirit” through a single tradition.
Statements like “real holiday spirit” or “our holiday traditions” can exclude.
- Don’t pressure employees to explain their beliefs.
It should be OK to share—and OK not to.
- Don’t use humor that trivializes beliefs.
Jokes about fasting, food restrictions, or holiday rituals can cross lines quickly.
4. Insights From How to Be a Perfect Stranger: Etiquette for Visiting Any House of Worship
Harold Kushner and Stuart Matlins’ classic book How to Be a Perfect Stranger remains one of the most accessible guides on religious etiquette. The book is built around one central premise:
“If you respect a person’s sacred space, you respect the person.”
Here are holiday-season takeaways from the book:
If you’re visiting a worship service of a different faith…
- Arrive early enough to observe how others enter, greet, or sit.
- Follow the community’s lead—stand, sit, or remain seated respectfully.
- It is always OK to quietly decline participation in faith practices (e.g., communion, recitations).
- Dress modestly unless otherwise instructed.
- When unsure: ask an usher or host respectfully, privately, and briefly.
If hosting relatives or friends of another faith…
- Learn one or two meaningful traditions of their holiday season.
- Don’t assume they can eat everything served.
- Offer a quiet space for prayer or reflection if needed.
- Acknowledge the difference without making it the center of attention.
If you’re bringing children to interfaith experiences…
Prepare them with simple, neutral language: “We’re visiting a place where people worship in a different way. We will be respectful and follow their lead.”
5. Tips for Leaders: Preventing Holiday Conflict at Work
- Provide a clear, annual holiday guidance memo.
Outline expectations for time off, coverage, decorations, and accommodations.
- Allow floating holidays.
This is one of the simplest and most effective inclusive practices.
- Create a “Holiday Inclusion Guide” for employees.
Include:
Multi-faith calendar
Dietary considerations
Event dos and don’ts
Language guidelines
Guidance on decorations and displays
- Train managers on handling religious accommodation requests.
Many complaints arise simply because supervisors do not know how.
- Frame everything under respect—not “DEI compliance.”
People respond better to: “Let’s make room for everyone” than “We must comply with policy …4.7(b),” (for example).
6. Some Helpful Resources for Workplaces
Videos
- TEDx: “The Beauty of Interfaith Cooperation” – Eboo Patel
- Religious Literacy Project – Harvard Divinity School
- PBS: Sacred Journeys (episodes on major global holidays)
Business & Workplace Articles
- SHRM: “Managing Religious Diversity in the Workplace”
- Harvard Business Review: “Religion at Work: How to Build an Inclusive Environment”
- ADL: “Inclusive Holiday Celebrations in the Workplace”
- Pew Research Center: Data on changing religious demographics
Toolkits
About the Author
Sharon E Harrington, MA, CPTD, is the founder of Amediate LLC and a workplace communication expert with nearly 30 years of experience. As an EEO Investigator and Certified Professional in Talent Development, she helps organizations navigate complex workplace dynamics and build harmonious professional environments through her innovative "Leadership for the Learning Organization" program.
Learn more about Sharon's work → | Connect on LinkedIn