In today’s global culture, organizations are increasingly recognizing the business value in a diverse workforce. Yet, diversity brings with it unique challenges. As religious and cultural differences seep into the workplace, tricky issues can arise for employers and supervisors. In order to reap the value of a diverse workforce, organizations will need to learn to recognize and respond appropriately to complicated issues related to holidays. Organizations that put into place appropriate policies on holidays will not only avoid costly legal problems and lowered morale, but will foster a culture of inclusion for all employees.
HOW DO YOU DETERMINE WHICH HOLIDAYS TO CONSIDER?
When it comes to holiday-related requests, many organizations struggle with the importance of employee morale and the financial realties of granting all religious-related requests for time off. A diverse workforce may include employees who celebrate “traditional” religious holidays, those who observe neo-pagan or non-traditional holidays and those who don’t celebrate at all. When adding cultural holidays to the list as well, many organizations aren’t sure how to determine which holidays to consider and how to balance the needs of all with the requests of a few.
The issue becomes more complicated when organizations try to keep track of the different holidays employees may celebrate, including moveable holidays that are based on calendars other than the Gregorian one and holidays known by different names depending on the individual, the location and the interpretation of the holiday.
Some organizations, in an attempt to avoid conflicts or the potential for offending some employees, opt to keep everything related to holidays – both cultural and religious – out of the workplace. However, this kind of blanket policy can actually backfire, causing employees to feel their beliefs aren’t valued and their needs are ignored.
Although employees may differ in what and how they celebrate, organizations can address holiday-related issues without alienating anyone. By creating a policy on holidays that focuses on the individual, rather than adhering to a blanket policy, organizations can meet the needs of their employees without sacrificing morale or inclusion.
HOW CAN ORGANIZATIONS IMPLEMENT APPROPRIATE POLICIES ON HOLIDAYS?
People with diverse beliefs contribute to a diverse workforce and inclusive workplace cultures celebrate diverse perspectives. Creating a workplace that balances the needs of all employees without stifling individual beliefs is a challenging process, but it can be accomplished by implementing appropriate holiday-related policies.
People commemorate important events in many ways – and some people do not celebrate religious or cultural holidays at all. So, blanket policies tend not to work well in a diverse workforce. A better approach is to consider the situation and needs of the individual when making holiday-related decisions.
Approaching religious and cultural differences from a place of respect goes a long way toward creating policies that work for everyone. When both supervisors and employees receive training on diversity, including training that focuses on the unique challenges holidays bring to the workplace, it becomes easier for leadership to implement and maintain policies that meet the needs of all employees.
Meeting the specific needs of each employee without losing productivity or diminishing morale may seem daunting, but avoiding blanket policies will go a long way toward creating an inclusive workplace. By focusing on the individual, organizations can ensure their workplaces run smoothly while still honoring holiday traditions.
