Between November and January, there are at least 14 different religious holidays, along with widely celebrated secular holidays such as Thanksgiving and New Year’s Eve/Day. During this time of year, creating an inclusive workplace means more than just accommodating employees observing religious practices or those impacted indirectly, like parents of school-age children. It’s also about addressing the needs of those who don’t observe holidays or have children and fostering an environment where everyone feels equally valued. This blog provides actionable best practices for promoting inclusivity in the workplace, including tailored recommendations for federal agencies to ensure compliance with established policies while supporting the diverse needs of their workforce.

1. Educate and Build Awareness Across the Team.

Awareness goes a long way in promoting an inclusive environment. Educating employees about diverse religious observances and cultural events can build mutual respect, but it’s equally essential to respect non-religious beliefs and lifestyles.

Provide Comprehensive Resources:

Include both religious and non-religious observances, as well as events that may affect work schedules, such as school holidays. An inclusive holiday guide can make everyone feel acknowledged, regardless of observance.

Respect Non-Religious Perspectives:

Recognize that not all employees will have a personal connection to religious holidays. Emphasize that participation in team celebrations or learning about different observances is voluntary, creating a space that respects personal choices.

Federal Agencies:

Use agency-sponsored diversity training programs to educate employees on religious and cultural observances. Leverage resources from the U.S. Office of Personnel Management (OPM) or Equal Employment Opportunity Commission (EEOC) to provide federally approved guidelines. Develop an internal calendar highlighting both federal holidays and significant religious or cultural observances. Ensure this is distributed through official communication channels to maintain consistency across agencies. Acknowledge federal guidelines for neutrality in workplace discussions on religion. Provide optional participation in cultural awareness activities to align with agency diversity and inclusion goals.

2. Offer Flexible and Equitable Time-Off Options.

While floating holidays and flexible time-off policies support employees who observe religious holidays, they can benefit all team members if implemented with equity.

Offer Floating Holidays for Everyone:

Allow employees to use floating holidays for any purpose, not just religious observances. Non-religious employees, for instance, might want to use these days for personal or secular observances that are meaningful to them.

Inclusive PTO Policies for Non-Observant Employees:

Ensure that PTO is as flexible and non-restrictive as possible. Allow everyone, regardless of observance, the opportunity to take time for personal rejuvenation or secular events that matter to them.

Flexibility for Non-Parents and Parents Alike:

Recognize that while parents may need additional flexibility around school holidays, non-parents may also value time off for various reasons, such as personal development or personal projects. Balance the distribution of flexible options so that everyone feels valued.

Federal Agencies:

Agencies must adhere to federal regulations regarding annual leave and alternative work schedules. Promote the use of “use-or-lose leave” policies to ensure equitable access to time off. Encourage employees to use “religious compensatory time” as outlined in federal policy, allowing them to work additional hours to offset time taken for religious observances. Advocate for the use of telework or flexible work arrangements as permitted under federal law to accommodate personal needs during holiday periods.

3. Consider How Everyone May Be Indirectly Impacted.

Just as school holidays affect working parents, religious holidays can impact all employees, particularly if they overlap with large cultural or national events. Consider these indirect impacts:

Flexible Schedules During Major Observances:

While observing employees may request time off, the entire team may benefit from adjusted schedules or work-from-home options to reduce the load on those who are covering shifts.

Acknowledging Non-Religious and Non-Family Responsibilities:

People who aren’t observing the holiday or caring for children may feel expected to take on additional workloads. Proactively discuss workload distribution with the entire team to ensure no one feels pressured to take on extra tasks due to others’ absences.

Federal Agencies:

Recognize that federal employees in essential roles may face challenges with coverage during holiday periods. Develop detailed staffing plans to address absences while ensuring continuity of operations. Schedule proactive discussions during team meetings to balance workloads during holiday seasons, ensuring coverage for critical tasks without overburdening specific employees. Use agency-wide tools like the Employee Assistance Program (EAP) to support employees who may feel overwhelmed by indirect impacts, such as increased workloads due to others’ time off.

4. Encourage an Atmosphere of Mutual Support and Fairness.

Fostering an atmosphere where team members support each other equitably during holiday periods and beyond promotes inclusivity for all employees.

Discuss Workload and Responsibilities Proactively:

Whether or not team members have religious observances, family responsibilities, or other commitments, being transparent about anticipated time-off needs benefits everyone. Encourage team members to communicate openly so others can step in when necessary.

Rotate Holiday Coverage Fairly:

To avoid burnout among employees who aren’t celebrating or who don’t have family responsibilities, fairly rotate coverage for peak holiday periods. This helps prevent assumptions that certain employees will work through the holidays simply because they don’t celebrate them.

Federal Agencies:

Ensure adherence to Merit System Principles, which promote fairness and equal opportunity for all federal employees. Rotate holiday-related workloads equitably, including responsibilities for coverage during essential shifts. Use collaboration tools, like Microsoft Teams or SharePoint, to document and manage workloads transparently during holiday seasons, ensuring no individual employee feels unfairly burdened.

5. Celebrate Inclusively and Respect Personal Boundaries.

Inclusive celebrations foster a positive workplace culture, but it’s also important to respect that some employees may prefer not to participate.

Provide Optionality in Celebrations:

While office celebrations can be a great way to share cultural traditions, offer them as optional activities rather than expectations. Employees who may not relate to specific traditions should feel comfortable opting out without feeling excluded or pressured.

Host Non-Religious Celebrations:

Celebrate secular milestones, like end-of-year gatherings, or seasonal observances that don’t carry specific religious significance. Create an environment that’s welcoming for everyone, regardless of background or beliefs.

Federal Agencies:

Follow federal guidelines for workplace celebrations to ensure compliance with the Establishment Clause, which prohibits government endorsement of specific religious practices. Host secular, non-religious celebrations during federal holidays, such as team-building events or potlucks, to foster inclusivity. Provide clear communication that participation in any celebration is voluntary, and that alternate workspaces or tasks are available for those who opt out.

6. Create a Culture of Respect and Inclusivity.

Inclusive management is ultimately about respect for all employees, regardless of their personal beliefs, family structure, or lifestyle.

Set an Example of Curiosity and Respect:

Approach diverse beliefs, lifestyles, and perspectives with curiosity and open-mindedness. Avoid assumptions that everyone values the same observances and recognize that each team member brings their unique perspectives to the table.

Seek and Respect Feedback:

Encourage employees to share their feedback on inclusivity practices, particularly around holidays. Actively listening to team members’ preferences and perspectives allows you to make necessary adjustments to meet everyone’s needs more effectively.

Federal Agencies:

Federal agencies are bound by anti-discrimination policies and the requirement to provide reasonable accommodations under Title VII of the Civil Rights Act. Provide training for managers on federal policies for religious accommodation, including how to handle holiday-related leave requests and foster respectful conversations about diversity. Regularly solicit anonymous feedback from employees through tools such as HRTec’s Workforce Climate Survey (WCS), our All-In@Work DEIA Survey, or our Federal Organizational Climate Survey (FEOCS) to gauge inclusivity and identify areas for improvement. For more information on how HRTec can assist you in your employee survey efforts, visit:  Our Surveys – HRTec Assessment System (HAS)

Building an Inclusive Culture for All

An inclusive workplace considers the needs of all employees, whether they are observing a religious holiday, have family responsibilities, or simply need time for personal rejuvenation. In federal agencies, this also means complying with established guidelines and policies while fostering an environment where every employee feels valued. By making thoughtful accommodations, respecting each person’s perspective, embedding practices like equitable leave, training, and proactive workload management, and communicating openly about expectations, managers can meet federal requirements and create a culture of inclusion for all employees.

For more tips on improving inclusion in the workplace, visit our Resource Center.