Let’s get real. When was the last time you put up a Christmas Tree or decorate the office for the holidays and thought, “Let's spread some Holiday cheer!”. But what about the people on your team who don’t celebrate the same way—or at all? What about those who observe Diwali, Ramadan, Kwanzaa, and Hanukkah or don’t celebrate holidays at all due to their beliefs? It's time to rethink what it means to be truly inclusive, and it starts with recognizing and celebrating everyone, not just the mainstream. (And no, we're not saying take down your giant Christmas Tree in the front lobby.)
If you’re serious about being an inclusive leader, then ask yourself am I going the distance? Am I recognizing and celebrating my team’s full diversity? Am I inclusive AF [I.e. Inclusive to the max extent]?
Holidays Are Not One-Size-Fits-All
In today’s workplace, your team is likely made up of people with a wide range of beliefs and practices. Some celebrate traditional religious holidays, others may prioritize cultural ones, and some don’t celebrate holidays at all. Whether it's Jewish employees observing Rosh Hashanah and Yom Kippur, or Jehovah's Witnesses who choose not to engage in any holiday celebrations, or atheists who don’t have religious holidays, leaders must make space for everyone’s experience. Now, we’re not saying don’t celebrate any holidays at all. That’s the easy way out. Fearlessly Authentic AF leadership is not easy.
What we are saying is to be mindful of these differences. You can create an environment where your team feels valued for who they are—not just how they fit into conventional celebrations.
Don’t worry - you got this, and we’ve always got you. Read on for some intentionally inclusive “treats and tricks” to help you navigate this complex challenge.
Why Inclusive AF Matters
When employees feel their traditions and beliefs are respected, they show up more fully. People shouldn’t need to hide their identity—whether it’s cultural, religious, or non-religious. A culture of inclusivity allows employees to be authentic, driving engagement, creativity, and loyalty. It can be done in small meaningful ways.
Look at Indra Nooyi, the former CEO of PepsiCo. She didn’t just celebrate her employees' work; she celebrated them. Nooyi sent handwritten letters to the parents of her top executives, thanking them for raising great leaders. She also recognized and valued her team’s diverse backgrounds, which fostered loyalty and increased employee satisfaction.
Now think about your team.
How much more engaged would they be if they felt seen and validated - not just for their work, but for their personal and cultural identity?
What Happens When You Miss the Mark
Ignoring diversity can have serious consequences. Under Travis Kalanick, Uber's culture became toxic, in part due to a lack of attention to diversity and inclusion. When employees don’t feel their values, beliefs, or identities are respected, they disengage. A lack of inclusivity can lead to higher turnover, lower morale, and stagnation in innovation.
Don't let that be your company. Don’t let that be your leadership. You don’t want employees to feel they have to suppress their identity just to fit in. On the other hand, when you show an employee that you see them, truly see them, it can create a reciprocity effect. When an employee feels valued, that authentic effort is made, and it can lead to a greater connection, loyalty, engagement, and commitment to the team.
Take a cue from Ted Lasso (if you haven’t seen it, you’re missing out). Ted, the lovable coach, builds a winning team by genuinely caring about each player’s individual identity. When one player, Sam Obisanya, embraces his Nigerian heritage, Ted encourages it, and the team celebrates it. He doesn’t impose his own traditions on the team but makes space for everyone to bring their full selves to the table. That’s the kind of inclusive AF leadership that wins hearts—and games.
Inclusive AF: How to Get There
Creating an inclusive environment isn’t hard, but it does require intention.
Here’s how to lead inclusively AF:
- Understand Your Team’s Diversity: Take time to learn what matters to your team. Who celebrates Hanukkah? Who values Rosh Hashanah, Diwali, or Ramadan? Who might not celebrate holidays at all? The key is to ask, listen, and learn. Just get curious.
- Make Space for All Celebrations (or None): Then make sure to include those holidays on your team calendars. Whether someone celebrates or not, give them the space to feel included. A team potluck for the Lunar New Year? A "quiet day" for those who don't celebrate holidays at all? Flexibility and respect are the foundation of inclusivity.
- Avoid Assumptions: Not everyone celebrates the same way. Even within a religion, personal practice can vary widely. Instead of assuming, ask your team what they need to feel included.
- Lead by Example: Share your own traditions (if you have them) or explain why you might not celebrate certain holidays. This creates an environment of openness where others feel comfortable sharing their own backgrounds.
It's Time to Get Inclusive AF
So, Gentle Leader, it’s time to ask yourself: Are you truly celebrating your team’s diversity? Or are you just going through the motions?
Being inclusive AF means recognizing that your team is more than their job titles—they are a collection of unique cultures, beliefs, and practices, and all of that deserves to be celebrated. Whether someone observes Ramadan or doesn’t engage in holidays at all, your job is to make them feel seen, valued, and included.
Start by acknowledging the diversity of experiences around you. Ask your team what’s meaningful to them. Learn a new holiday greeting, organize a celebration that’s meaningful to them, or simply respect those who choose not to celebrate at all. You don’t have to be perfect, but you do have to be intentional.
Get curious, get intentional, get inclusive AF.
